Internal organizations of Jiuquan City Human Resources and Social Security Bureau

Based on the above responsibilities, the Municipal Human Resources and Social Security Bureau has 14 internal agencies:

(1) Office

To handle party affairs and government affairs activities; Responsible for the bureau's document processing, secretarial affairs, meeting organization, confidential files, security and confidentiality, financial vehicles, government affairs disclosure, news publicity and reception and liaison work; formulate the bureau's work system, organize implementation and supervision and inspection; undertake the bureau's and Responsible for the organizational establishment, cadre personnel, retired personnel management and employee education and training of the affiliated units; responsible for the supervision and handling of proposals and suggestions, and responsible for the supervision and implementation of various work of the agency.

(2) Audit Supervision Section

Formulate the development plan and annual plan for the city's human resources and social security undertakings; review the budget and final accounts of the social insurance fund; be responsible for the preparation of the city's human resources and social security undertakings Information construction planning and project management planning, responsible for the development, planning, construction and securing of project funds for human resources and social security projects; participating in the formulation of city-wide social security fund and employment fund management measures; responsible for the implementation of social insurance fund management policies and audit rules, Supervise the management and operation of various social insurance funds; organize and carry out internal audits of social insurance funds and supervision and inspection of the use of special funds such as employment and reemployment; undertake social security statistics and information work, publish statistical bulletins, information materials and development forecast reports; undertake Responsible for the information construction of human resources and social security; responsible for the target responsibility assessment of human resources and social security.

(3) Employment Promotion Section

Formulate the city’s employment, vocational skills training and vocational skills appraisal policies, plan and organize their implementation; undertake the promotion of employment and re-employment policies and the implementation of support policies , guides the implementation of employment assistance and special group assistance; is responsible for the allocation, use and management of employment and reemployment funds; is responsible for the development and management of municipal public welfare positions, and the review and payment of social insurance subsidies for flexible employment personnel; is responsible for employment and reemployment data statistics, Summarize and analyze work; guide training institutions to carry out vocational skills training for urban and rural labor forces; be responsible for the qualification identification, review and approval, business guidance and comprehensive management of private vocational training institutions and vocational skills appraisal institutions; be responsible for the training, management and comprehensive management of vocational skills appraisal and evaluation personnel in the city Used; responsible for the management, review and issuance of vocational qualification certificates in the city; formulating the city's work policies and development plans for migrant workers, and coordinating the handling of major events involving migrant workers; comprehensively managing the city's labor training transfer work, and being responsible for the formulation and coordination of labor training transfer policies Guide and supervise inspections.

(4) Civil Servant Management Section (Municipal Resettlement Office for Demobilized Military Cadres)

Responsible for the classification of civil servant positions in the city, examination and recruitment, assessment and rewards and punishments, complaints and accusations, job appointments and removals, and the establishment of non-leadership positions , formulation and management of implementation opinions such as resignations and dismissals; responsible for the deployment of cadres in municipal government agencies and institutions managed with reference to the Civil Servant Law; implementing the civil servant management system, guiding and coordinating the implementation of the National Civil Servant Law by county, city, and municipal departments; coordinating, guiding, and organizing Implement and comprehensively manage the collective and individual commendation and reward work for civil servants in the government system; be responsible for the statistics and comprehensive analysis of civil servants in the city's government agencies and staff of public institutions managed with reference to the Civil Servant Law; be responsible for the management of files of government agencies (reference), public institution cadres, and workers Work; responsible for the reception and resettlement of demobilized military cadres in the city, organizing and implementing on-the-job training for demobilized military cadres in the city, supervising and inspecting the implementation of relevant policies; undertaking matters assigned by the provincial working group for the resettlement of demobilized military cadres; cooperating with the resettlement of family members of demobilized military cadres; responsible for the city's independent Responsible for the employment guidance and recommendation, retirement pension payment and daily management services for cadres transferred from the army to the army; responsible for the implementation of policies to alleviate the difficulties and maintain stability of cadres transferred from the military to municipal enterprises.

(8) Salary, Welfare and Retired Personnel Management Section

Comprehensively manage the salary and welfare work of the city’s government agencies and institutions, guide the reform of the wage system of the city’s government agencies and institutions, and supervise and inspect the salary and welfare policies. Implementation status; formulate salary increase plans and macro-control measures for personnel in government agencies and institutions across the city and organize their implementation; be responsible for salary reform and wage standard adjustments for government agencies and institutions across the city; undertake review and approval of salary promotions, adjustments, and determinations for all types of personnel in government agencies and institutions directly under the city; Responsible for the examination and approval of various allowances, subsidies, and bonuses for personnel in municipal government agencies and institutions; responsible for the determination of initial wages for newly assigned, hired, and recruited personnel and the approval of regularization and grading, and handling the salary transfer procedures for all types of personnel after transfer; responsible for the municipal government agencies and institutions Responsible for the establishment, recording, updating, and storage of unit personnel salary files and salary software information database, and the statistical filling of various types of annual salary reports; responsible for the review and implementation of the working hours and continuous length of service of some employees; responsible for the management of workers in the city's government agencies and institutions Work, handle the employment and retirement, resignation, and resignation procedures of workers in municipal government agencies and institutions; be responsible for the training, assessment and assessment of the technical level of workers in government agencies and institutions throughout the city; handle the recommendation, selection, and appointment procedures for workers and technicians in government agencies and institutions; prepare and distribute the work to the entire city Plan the annual number of employees and total wages, establish a wage fund management ledger, approve and manage wage funds; decompose and issue the city's resettlement plan for retired military personnel, coordinate with relevant departments to handle the employment procedures for municipal government agencies and institutions to accept retired military personnel; be responsible for municipal government agencies and institutions Review the unified payment of wages; Responsible for the handover of personnel salaries after changes in the system and affiliations, and review of changes in funding supply channels within the establishment; Responsible for the management of retired cadres, handling relevant retiree procedures, and implementing the arrangements for retired (survivors) personnel Various wages, benefits and living benefits; responsible for the approval and adjustment of funeral expenses, pensions and living difficulties subsidies for survivors after the death of employees; responsible for the daily work of the wage system reform office of government agencies and institutions.

(9) Professional and Technical Personnel Title Section

Comprehensively manage the city’s professional and technical personnel title reform work; establish and improve the appointment system for professional and technical positions, and formulate measures and measures for the city’s professional and technical position management Measures: Responsible for the comprehensive management of the city's qualification review committee for various professional and technical positions, overall coordination and determination of qualification standards for various professional and technical personnel; comprehensive management of the city's professional and technical position establishment, responsible for the city's proportional control of the city's professional and technical position position structure, and approval of municipal undertakings Plan for the establishment of professional and technical positions in units and the appointment of professional and technical positions; implement the professional and technical qualification system, improve the professional and technical qualification examination system, and uniformly organize, manage, and implement the city's professional title examination; guide and manage the professional title evaluation of non-public economic organizations and rural practical talents work; responsible for the review of qualification certificates and practice qualification certificates for various professional and technical positions in the city; responsible for the daily work of the municipal professional title reform leading group office.

(10) Talent Introduction Project Management Section

Comprehensive management of the city’s introduction of foreign (overseas) talents and intelligence. Formulate measures and methods for the city's introduction of foreign (overseas) talents and intelligence and organize their implementation; organize the application and implementation of the city's introduction of foreign (overseas) talents and intelligence projects based on the city's economic and social development needs; formulate plans to attract foreign (overseas) experts, Policies for overseas students to work or settle in Jiuquan; cooperate with relevant departments in the qualification accreditation of units that hire foreign experts and certification and licensing matters for foreign experts and overseas personnel to work in Jiuquan; manage foreign experts who come to work in Jiuquan; undertake government awards to foreign experts matters; responsible for the management and use of special funds for the introduction of foreign intelligence; responsible for the centralized management of the city's overseas (overseas) training; responsible for the application and promotion of the city's intelligence introduction results; responsible for the daily work of the Jiuquan City Foreign Experts Bureau.

(11) Training and Education Section

Responsible for the comprehensive management and guidance of the education and training of civil servants in the city's government agencies, formulating periodic training plans and annual plans for civil servants and organizing their implementation; organizing and conducting training programs in government agencies and counties across the city Responsible for on-the-job training of civil servants at (division) level and below, initial training for newly hired civil servants and specialized business training, selecting and recommending qualified civil servants to participate in various training programs organized within and outside the province; responsible for the comprehensive management and guidance of continuing education for professional and technical personnel in the city, and formulating professional Plan and organize the implementation of phased training plans and annual plans for technical personnel; be responsible for the qualification certification, annual inspection, supervision and business guidance of municipal continuing education and training bases, establish and improve the continuing education network; be responsible for the review and approval of continuing education and training plans for industry departments and counties and districts, Annual plans, syllabus and training content, training of continuing education teachers and managers; responsible for the management of continuing education certificates for professional and technical personnel; responsible for continuing education statistics; responsible for adaptive training and personalized training for demobilized military cadres.

(12) Labor and Social Security Supervision Section (Municipal Labor and Social Security Supervision Brigade)

Draft local labor and social security supervision normative documents; supervise and inspect employers' compliance with human resources and social security in accordance with the law Laws and regulations, accept reports and complaints of various violations of human resources and social security laws and regulations, correct and investigate violations of human resources and social security laws and regulations in accordance with the law; guide the city's human resources and social security supervision work, and coordinate cross-regional workers Rights protection work, organizing and handling relevant emergencies; responsible for the city's labor and social security law enforcement and supervision, participating in the handling of human resources and social security administrative reconsideration and administrative response cases; responsible for the training and management of the city's labor and security inspectors; formulating the city's labor relations, labor Standardize and organize the implementation of contracts and collective contract systems; formulate macro-control policies for the distribution of wage income of enterprise employees in the city, guide and supervise the management of total wages of state-owned enterprises and the distribution of salary income of enterprise leaders; supervise enterprises to implement national enterprise employee working hours, rest breaks Leave system, implement the policy of eliminating illegal use of child labor and special labor protection policies for the use of female workers and underage workers; implement the minimum wage guarantee system, promote the enterprise wage collective negotiation system and implement supervision and inspection; undertake the "two networks" of labor security supervision Management, income and expenditure of migrant workers' wage deposits, corporate integrity rating assessment and annual review of corporate labor and security data; responsible for reporting various statistical reports for labor and security supervision; taking the lead in the implementation of work safety and family planning target responsibility letters; undertaking authorization or entrustment Other labor and security inspection work handled.

(13) Mediation and Arbitration Management Section (Municipal Labor and Personnel Dispute Mediation and Arbitration Committee Office)

Formulate implementation specifications for the labor and personnel dispute mediation and arbitration system to guide the city’s labor and personnel disputes Prevention, mediation and arbitration work; responsible for the management of arbitrators in labor and personnel disputes, organizing and handling labor disputes and personnel dispute cases in accordance with jurisdiction and law; responsible for human resources and social security petitions, stability maintenance, and comprehensive management; responsible for handling letters and visits from the masses, participating Handle emergencies such as collective petitions and collect, summarize and report information; be responsible for the summary and reporting of statistical reports on labor and personnel dispute arbitration in the city; be responsible for the legality review of agency normative documents; take the lead in administration according to law, petition stability maintenance, comprehensive Implementation of governance objectives and responsibility letters.

(14) Municipal Labor and Personnel Dispute Arbitration Court

It is a department-level institution with full financial allocation. Its main responsibilities are: Responsible for the implementation of national, provincial and municipal labor and personnel dispute mediation Arbitration laws, regulations, rules and policies; responsible for the publicity, education and training of labor dispute mediation and arbitration laws, regulations and policies; responsible for handling labor dispute cases between employers and workers under the jurisdiction of the Municipal Labor Dispute Arbitration Commission ; Responsible for the review of major labor and personnel dispute cases and the joint review of major and difficult cases; and undertake other tasks authorized or assigned by the Municipal Labor and Personnel Dispute Arbitration Commission.