Internal organization setup of human resources and social security bureau in Jiyang county

According to the above responsibilities, the county human resources and social security bureau has eight functional departments, including the county labor inspection office and the county labor and personnel dispute arbitration office.

(1) office

Comprehensively coordinate the daily work of the bureau. Responsible for secretarial work, personnel organization, information research, publicity, confidentiality, supervision, archives, letters and visits, confidentiality, meetings, reception, security, handling matters transferred from the county government's citizen service hotline office and 365 service center for the people, and logistics management services; To formulate the county's human resources and social security development plans and policies and organize their implementation, supervision and inspection; Responsible for the comprehensive investigation of the county's human resources and social security policies and long-term development planning; To be responsible for the drafting of comprehensive manuscripts of bureaus; Promote the construction of e-government and informatization; Responsible for handling the suggestions of NPC deputies and CPPCC members.

(two) the civil service management department (hanging the brand of personnel management department of public institutions)

To implement the national, provincial and municipal policies and regulations on civil servant management, and be responsible for the management of civil servants and staff of public institutions in the county with reference to the civil servant law and appointment system; To guide the reform of personnel system and personnel management in county-wide institutions; Responsible for the comprehensive management of the staff below the department level in government institutions; Do a good job in personnel file management according to management authority. To implement the national, provincial and municipal policies and regulations on the resettlement of demobilized military cadres and formulate measures for the resettlement of demobilized military cadres throughout the county; Prepare the resettlement plan for demobilized military cadres in this county and coordinate its implementation; Responsible for coordinating the placement of children of families of demobilized military cadres; Responsible for coordinating and guiding the training of demobilized military cadres; Take the lead in solving difficulties and stabilize the transfer of enterprises from military to cadres; Responsible for the management and service of demobilized military cadres who choose their own jobs; In conjunction with relevant departments, do a good job in the resettlement of retired soldiers in cities and towns.

(3) Wages and Welfare Section

Comprehensive management of the county organs, institutions, enterprises and units of wages and benefits. Implement the retirement policy for staff of government agencies and institutions; To handle the declaration and examination and approval of wages and benefits of employees, retirees and survivors of organs, institutions and enterprises in the county; Responsible for the determination and calculation of working hours of employees in organs, institutions and enterprises; Participate in guiding and coordinating the management and service of retirees in government agencies and institutions.

(4) Professional and Technical Personnel Management Section

Comprehensively manage the county's professional and technical personnel, formulate policies and measures for the county's professional and technical personnel management and continuing education, organize their implementation, and participate in talent management; Take the lead in deepening the reform of the professional title system, and be responsible for the post setting and professional title evaluation and employment of professional and technical personnel in the county institutions; Responsible for determining the professional and technical positions of full-time college graduates who are employed in this county on schedule; According to the management authority, responsible for planning, selection, training and introduction of high-level professional and technical personnel.

(v) Vocational Capacity Building Section

To formulate vocational training plans and policies for urban and rural workers in the county; Formulate and organize the implementation of training, selection and incentive policies for skilled personnel such as "gold medal workers"; To formulate development plans and policies of vocational training institutions in this county and organize their implementation; To guide the teaching management, enrollment and employment of vocational training institutions in the county; Organizing the implementation of national occupational classification, vocational skills and industry standards; Responsible for the county organs, enterprises and institutions of workers' primary technical level and vocational skills appraisal; To formulate measures, regulations and organize the implementation of vocational skill competitions in this county; Review and identify the qualifications of private vocational training institutions, and conduct supervision and management.

(6) Policy and Regulation Department (with the brand of Labor Relations Department)

According to the superior human resources and social security policies, laws and regulations, review the relevant policies and documents drafted by the county-level human resources and social security departments; Supervise the implementation of human resources and social insurance policies; Responsible for the popularization and consultation of human resources and social security laws and regulations; Responsible for the overall work of administration according to law; To undertake relevant administrative reconsideration and administrative litigation.

Responsible for receiving and handling letters and visits from relevant people and feedback from superiors on letters and visits and information; Responsible for the organization, coordination and management of social stability, emergency management and risk assessment in human resources and social security work.

Responsible for the implementation of labor relations policies such as labor contracts, collective contracts, wage income distribution adjustment of enterprise employees, protection of employees' rights and interests in closed and bankrupt enterprises, retirement of enterprise employees, and minimum wage standards; Responsible for the implementation of the policy of eliminating illegal use of child labor and the special labor protection policy for female workers and underage workers; Responsible for work-related injury identification and disability identification.

(7) Human Resources Management Department (under the Employment Promotion Department)

To formulate employment plans, annual plans and relevant policies to promote equal employment; Implement the policy of equal employment of workers, labor transfer and cross-regional orderly flow; Guide and standardize the information management of public employment services; Responsible for supervising the implementation of employment assistance and employment policies for special groups, management measures for the use of special employment funds, and employment management policies for overseas personnel (excluding experts) coming to our county; Implement the policy of migrant workers in conjunction with relevant departments; Take the lead in formulating employment policies for college graduates and guide the employment of college graduates in the county; Draw up the development plan of human resources market; Formulate the management system of human resources service institutions; Promote the construction of human resources service network at the county, town and village levels; To undertake the administrative licensing work of talent (professional) intermediary institutions, and to guide and inspect them.

(eight) social insurance fund supervision and management section

Responsible for the implementation of various social insurance related policies; Responsible for the preparation of the draft proposal of the county's social insurance fund budget and final accounts; Participate in the formulation of the financial management system of social security funds (funds); Formulate the county-wide social insurance and its supplementary insurance fund supervision system and organize its implementation; Supervise the collection, payment, management and operation of social insurance and its supplementary insurance funds according to law; Supervise social insurance agencies and users of social insurance funds to implement social insurance policies; Organize the establishment and management of social insurance fund supervision and reporting system, accept complaints and reports, and investigate and deal with disciplinary cases in fund management.

County labor supervision office (deputy department level)

To implement the national, provincial and municipal labor security supervision policies and regulations; Coordinate workers' rights protection work and organize the handling of related emergencies; Supervise and inspect the implementation of labor security laws and regulations, exercise the power of labor supervision and inspection and administrative punishment according to law, and investigate and deal with illegal acts according to law.

County Labor and Personnel Dispute Arbitration Office (Deputy Department Level)

To implement the national, provincial and municipal policies on mediation and arbitration of labor and personnel disputes; Strengthen the construction of labor and personnel dispute mediation organizations; Actively carry out the prevention of labor and personnel disputes; Organize and coordinate the handling of labor and personnel disputes according to law.