Internal structure of Changde Personnel Bureau

According to the above responsibilities, the Municipal Personnel Bureau has 8 functional departments (rooms):

(1) Office (with the sign of the Department of Personnel and Education)

Assist the bureau leaders in comprehensive coordination, supervision and inspection of government affairs, business and other related work; Responsible for the organization and service of important meetings of organs; Responsible for message processing, file management, confidential confidentiality, letters and visits; Responsible for the annual target assessment, rewards and punishments of all departments, directly affiliated institutions and the city's personnel system; Responsible for financial management of organs and financial audit of directly affiliated institutions; Responsible for the establishment, staffing and staff assessment, training, appointment and removal, communication, promotion, insurance and welfare, rewards and punishments, retirement and other related work of organs and institutions directly under them; Responsible for the education of cadres and workers; To undertake the discipline inspection, supervision and party affairs of specific organs; Responsible for undertaking the work of trade unions and other group organizations; Responsible for organ construction, logistics service, foreign affairs reception, comprehensive management, security, veterans service and family planning.

(2) Comprehensive Planning and Personnel Arbitration Section

To study and formulate long-term and annual personnel planning; To study and formulate personnel plans of organs and institutions; Responsible for the planning and forecasting of human resources; Responsible for the integration, guidance, coordination and service of personnel system reform and personnel management in enterprises and institutions, and study and establish personnel systems that meet the characteristics of different types of institutions; Put forward a mandatory distribution plan for college graduates who are in urgent need of protection in the city; To undertake the resettlement of outstanding retired athletes and other national policy resettlement personnel; Responsible for the evaluation and recommendation of enterprise management talents within the management scope; To guide the construction of the city's talent flow and talent market, formulate the development plans and policies of the city's talent market and talent flow, and supervise their implementation; To undertake arbitration of personnel disputes; Organize and guide the city's personnel information system construction and personnel statistics.

(3) Civil Service Management Section

To guide and coordinate all departments at all levels in the city to implement the national civil service system; Responsible for the organization and implementation of policies and regulations such as job classification, recruitment, assessment, job promotion and dismissal, job rotation, competition for posts, avoidance, discipline, rewards and punishments, complaints, resignation and dismissal; Responsible for the establishment of non-leadership positions in municipal organs and the examination and approval of the positions of deputy directors of national civil servants; Responsible for the management of the national civil service examination and employment in the city and the examination and approval of the national civil service examination and employment in municipal organs; To undertake the work related to the appointment and removal of staff by the municipal government; Participate in the related work of economic responsibility audit of department-level leading cadres; Comprehensive management of the city's administrative organs, institutions, incentives, assessment, punishment and resignation, the daily work of the Municipal Post Responsibility Assessment Committee Office is responsible for; Responsible for the recruitment of outstanding talents in the city, and cooperate with relevant departments to select outstanding university graduates to exercise at the grassroots level; Responsible for the implementation of policies by the staff of government agencies and institutions; Responsible for the deployment of relevant personnel in government agencies and institutions.

(4) Department of Resettlement and Education and Training of Demobilized Military Cadres (with the brand of "Changde Demobilized Military Cadres Resettlement Working Group Office")

Responsible for formulating the principles, methods and measures for the resettlement of demobilized military cadres, compiling the resettlement plan for demobilized military cadres and their families, and organizing the implementation; Responsible for the ideological stability of demobilized military cadres; To be responsible for the continuing education management of national civil servants, professional and technical personnel and employees of government agencies and institutions; To formulate training plans for national civil servants, professional and technical personnel, demobilized military cadres and staff of government agencies and institutions and organize their implementation; Responsible for the business training of the personnel department staff in the city; Responsible for organizing and guiding the initial training of newly recruited national civil servants and newly recruited college graduates in the city; Comprehensive guidance of the city's institutions, enterprises and their management personnel, professional and technical personnel training and personnel examination; To undertake the tasks assigned by the Municipal Working Group on Resettlement of Demobilized Military Cadres.

(5) Professional and Technical Personnel Management Section

Responsible for the planning and training of senior professionals; To undertake the selection and management of experts who have made outstanding contributions to the country, experts who enjoy special government allowances and other relevant experts; Responsible for the evaluation of professional titles of professional and technical personnel, and improve the appointment system of professional and technical positions; Responsible for the organization and implementation of the professional qualification system for professional and technical personnel, and implement the professional and technical personnel qualification system; To guide the employment, assessment, resignation and dismissal of professional and technical personnel in the city. Responsible for the implementation of the "county and township practical talent project" in the city; To undertake the qualification identification of the first employment selection of experts and model workers in the city.

(6) Wage, Welfare and Retirement Management Section

Comprehensive management of the wages and benefits of the staff of the city's organs and institutions; Responsible for the examination and approval of the salary adjustment of the staff of municipal organs and institutions; To be responsible for the management of wage plans and wage funds of government agencies and institutions, and to guide wage statistics; To formulate job grade standards for employees of government agencies and institutions and organize their implementation; Organize and guide the technical grade examination and post assessment of workers in institutions and institutions; Organize the implementation of policies and regulations on working hours and vacations of state organs and institutions, as well as the treatment of staff during illness, work injury and maternity leave; Responsible for the approval and management of retirement (resignation), special retirement benefits, resettlement in different places, extension of retirement age for senior experts, change of length of service, identification and treatment of work-related injuries and disabilities.

(7) Policy and Regulation Research Section

Responsible for the work of comprehensive inspection personnel; Be responsible for publicizing personnel policies and regulations, and supervise and inspect the implementation; Responsible for drafting important documents and comprehensive work of bureau texts on personnel work; Organize and handle the suggestions of deputies to the Municipal People's Congress and the proposals of CPPCC members; Responsible for guiding and coordinating the city's personnel work, open government affairs and administration according to law; Responsible for checking the implementation of personnel laws and policies in the city, and supervising the administration of personnel system according to law; Guide the work of the Municipal Talent Research Association.

(8) Foreign Experts Management Section

To manage the overseas training of foreign experts, state organs, enterprises and institutions who have introduced talents and often come to work in the city; Guide and coordinate international talent exchange and cooperation; Responsible for the qualification identification of units and social intermediary institutions that employ foreign experts and undertake overseas (border) training business and provide related services; Responsible for the management and coordination of postdoctoral workstations and returned overseas students, as well as the funding of related research funds; Introducing funds for management intelligence; To formulate the management policies for recruiting professional and technical backbone talents by foreign institutions in this Municipality and organize their implementation.

Discipline inspection (supervision) institutions shall be set up in accordance with relevant regulations, and the supervision office and the office shall be co-located, and the staffing shall be listed separately in the total staffing of the organs.