Internal organizations of Liaoyuan Municipal Human Resources and Social Security Bureau

Based on the above responsibilities, the Municipal Human Resources and Social Security Bureau has 17 internal agencies:

(1) Office.

Responsible for the organization, implementation and supervision of government affairs and affairs of the agency; responsible for the daily operation of the agency such as documents, confidentiality, confidentiality, conference affairs, etc.; responsible for archives, finance, logistics support, and security management; responsible for the agency and its subordinates Responsible for the assessment and management of job objectives of public institutions; responsible for systematic personnel management and retired veteran cadres.

(2) Comprehensive Information Section.

Organize and carry out comprehensive research work on the city's human resources and social security policies; undertake the drafting of important overall manuscripts and the exchange and submission of government information; undertake research and news publicity reporting; be responsible for overall comprehensive information statistics, Analysis and reporting work.

(3) Municipal Government Performance Evaluation Office.

Research and formulate government performance evaluation management and evaluation methods; organize and implement performance evaluation work for municipal government departments and county and district governments; guide county and district governments to carry out performance evaluation of township and town governments by government departments at the same level and county and district governments and the government performance evaluation work of sub-district offices; carry out training for municipal government departments and county and district staff engaged in government performance evaluation.

(4) Regulations and Supervision Section (Migrant Workers Rights Protection Section).

Organize and carry out the publicity and implementation of the city's human resources and social security laws, regulations and policies. Responsible for the review of relevant documents of the agency; supervising and inspecting the implementation of relevant policies and regulations and administration according to law; organizing and carrying out relevant administrative supervision and inspections; undertaking corresponding administrative reconsideration, administrative responses and administrative penalty hearings; responsible for the appeal of personnel disputes in agencies and institutions; Responsible for the training, consulting services and publicity of relevant laws, regulations, administrative rules and related legal affairs; responsible for the training and assessment of law enforcement personnel and related management work; reviewing the legality of administrative processing and administrative penalty procedures and behaviors; reviewing administrative licensing projects legality. Formulate labor inspection work plans and work specifications; organize and implement labor inspections, investigate and supervise major cases in accordance with the law; guide counties and districts to carry out labor security inspections; coordinate cross-regional workers' rights protection work, organize and handle relevant emergencies; be responsible for labor inspections across the region Management of facilities and equipment; undertaking other human resources and social security supervision and inspection work. Implement national and provincial comprehensive policies and plans on migrant workers, safeguard the legitimate rights and interests of migrant workers; promote the implementation of policies related to migrant workers, coordinate and resolve key and difficult issues; coordinate and handle major events involving migrant workers; guide and coordinate migrant workers Work information construction.

(5) Planning and Finance Section (Fund Supervision Section, Liaoyuan City Social Security Supervision Committee Office).

Assume the office responsibilities of the Liaoyuan Municipal Social Security Supervision Committee; formulate the city's human resources and social security development plans and annual plans; participate in the formulation of the city's human resources and social security funds (funds) financial management measures and supervise their implementation; Work with relevant departments to prepare city-wide and city-level human resources and social security funds (fund) budgets and final accounts; summarize and prepare budgets and final accounts for various funds (funds) managed by the department and be responsible for the management of agency special funds; undertake the internal finance of agencies and affiliated institutions Audit work; guide the financial management of supervisory agencies and affiliated institutions; undertake relevant information planning and statistical management work; be responsible for the implementation of various employment funds and social insurance fund management policies; supervise the collection, payment, management, operation and operation of social insurance funds in accordance with the law Management of the use of employment funds; responsible for investigating and handling cases of illegal use of employment funds and social insurance funds.

(6) Human Resources Management Section (Employment Promotion Section).

Responsible for formulating the city's professional and technical talent team construction plan; formulating the city's continuing education plan for professional and technical personnel; the selection, recommendation and management services of experts at all levels; government consultants, expert consultation, and expert networking work ; Responsible for the guidance and organization and implementation of the training, selection and reward of professional and technical talents at all levels below the city level; responsible for the declaration and management of the city's talent development funds; formulating the city's human resources market development plan, employment plan and policies to promote the reasonable flow of human resources; guiding and Standardize the exchange of public employment service information; participate in the formulation of management methods for the use of special employment funds; participate in the formulation of employment system reforms and employment policies for graduates of colleges and universities, secondary vocational schools, and technical schools in the city, and propose graduates who are in urgent need and should be guaranteed Mandatory allocation plan; take the lead in implementing employment policies and employment assistance for graduates of universities, secondary vocational schools, and technical schools, and employment policies for special groups; be responsible for the management of human resources service agencies and employment agencies; be responsible for guiding the implementation of qualification standards for human resources agencies; be responsible for Guide the implementation of qualification standards for human resources market practitioners; formulate the city's deployment, introduction and mobility policies for people with special needs; be responsible for the comprehensive management, guidance and coordination of the city's introduction of foreign experts and intelligence; be responsible for the city's external exchanges and cooperation in terms of talent.

(7) Civil Service Management Section.

Study and determine the position allocation structure of municipal administrative agencies, review and approve the position setting plans and position specifications of municipal administrative agencies and manage public institutions with reference to the "Civil Servant Law"; implement the classification standards for civil servant positions; be responsible for the city's administrative agencies, refer to the "Civil Service Law" The Civil Servant Law governs the establishment and management of non-leadership positions in public institutions; is responsible for the city's appointment system for civil servants and manages the staff management of public institutions with reference to the Civil Servant Law; conscientiously implements the appointment, removal and promotion of civil servants, competition for posts, avoidance, assessment, rewards, punishment, Responsible for the registration of civil servants in the city's administrative agencies; responsible for the examination and recruitment of civil servants in the city's administrative agencies and management of staff in public institutions with reference to the Civil Servant Law; formulating the municipal government's commendation and reward system, and undertaking the municipal government's commendation and rewards Specific work; undertake commendation and reward matters for the city's civil servants; comprehensively manage the education and training of the city's civil servants, formulate the city's civil servant training plans and standards and organize their implementation; guide civil servant training institutions to carry out training; be responsible for the management of civil servant training teachers; undertake relevant work on behalf of the municipal government Personnel appointment and removal matters.

(8) Officer Relocation and Resettlement Office (Petition Office).

In accordance with relevant national and provincial policies on the placement of demobilized military cadres, formulate the city's demobilized military cadres distribution plan and coordinate its implementation; guide the city's resettlement work for demobilized military cadres; undertake municipal party and government agencies and provincial-level units stationed in Liaoning Responsible for the placement and selection of demobilized military cadres; responsible for the training of demobilized military cadres; organizing and implementing policies to relieve the difficulties and stabilization of demobilized military cadres in some enterprises; responsible for the management and services of demobilized military cadres who choose their own careers; responsible for the daily work of the municipal demobilized military officer resettlement working group office; responsible for Coordinate the reception and processing of labor and personnel petitions.

(9) Labor Relations Section.

Implement the national and provincial labor relations policies; organize the implementation of labor contracts and collective contract regulations; be responsible for the management of the intra-city and out-of-city mobility of enterprise employees and those who have established labor relations with government agencies and institutions; be responsible for the management of municipal government agencies Responsible for the management of the deployment of service personnel and staff of municipal enterprises and institutions; responsible for guiding enterprises to sign labor contracts and collective contracts, and implementing the enterprise employment registration system; responsible for the guidance and supervision of the appointment and employment contracts of agency workers and public institution personnel; drafting Regulation policies and methods for the distribution of salary income of local enterprise employees in the city, guiding and supervising the total salary of state-owned enterprises and the salary income distribution of enterprise leaders; organizing the implementation of minimum wage standards; guiding the formulation of labor standards; issuing human resources market wage guide prices; supervising implementation Working hours, rest and vacation system for personnel of state agencies, enterprises and institutions, special labor protection policies for female workers and underage workers, and policies to eliminate illegal use of child labor; participate in the evaluation of labor models in municipal enterprises.

(10) Salary and Welfare Section.

Implement relevant policies and regulations on wages and benefits for staff of state agencies and public institutions; formulate management measures for the total wages of the city's agencies and public institutions, be responsible for the management of the total wages of municipal agencies and public institutions, and guide cities and counties Management of the total wages of government agencies and public institutions in the district; responsible for statistics and comprehensive analysis of wages for staff in government agencies and public institutions across the city; implementing and organizing the implementation of wage income distribution, welfare and retirement policies for government agencies and public institutions staff across the city; Subsidy and subsidy systems for public institutions; responsible for the research and guidance of policies and regulations related to the reform of the internal distribution system of public institutions.

(11) Vocational Capacity Building Section.

Formulate vocational training policies and plans for urban and rural workers; organize the implementation of national occupational classifications, vocational skill standards and local standards stipulated by the province; formulate the city's high-skilled talents and rural practical talents training and incentive policies, and improve vocational skills Qualification system; under the guidance of national and provincial education work guidelines and policies, implement the development planning and management rules of the city's technical schools and affiliated vocational training institutions and supervise their implementation, and guide the construction of teaching staff and practical training bases.

(12) Professional and Technical Position Management Section.

Comprehensively manage the city's professional and technical personnel title reform work; implement the professional and technical qualification system; formulate specific implementation policies and regulations in accordance with national and provincial policies and regulations on professional and technical position review, assessment and professional and technical position qualification assessment Measures and organize their implementation; carry out macro-management of the city's professional and technical positions; be responsible for establishing the city's various series of intermediate and some senior professional and technical position qualification review committees; organize, guide and coordinate the city's professional and technical position qualification assessment, review, recognition and appointment work ; Responsible for the identification and management of professional and technical qualifications of personnel transferred and positions changed within the management authority; responsible for the qualification review, condition confirmation, examination administration and qualification certificate management of candidates for the National Unified Professional Title Examination.

(13) Personnel Management Section of Public Institutions.

Responsible for the reform of the personnel system and personnel management of the city's public institutions; formulating management policies for public institutions and agency staff and guiding and supervising the organization and implementation; formulating and managing open recruitment of staff for public institutions without reference to the Civil Servant Law Plan and organize implementation; formulate policies for recruiting foreign and out-of-province personnel for public institutions and organize implementation. Responsible for the management of management positions and work and attendance positions in public institutions in accordance with the Civil Servant Law; responsible for the management of management positions and work and attendance positions in public institutions at the municipal and deputy township (section) levels affiliated to municipal administrative organs; responsible for the management of management positions and work and attendance positions in public institutions affiliated to municipal administrative organs in accordance with the Civil Servant Law 》Manage the appointment, removal and promotion of staff in public institutions, competition for employment, avoidance, assessment, rewards, punishments, education and training, resignation, dismissal, etc.; coordinate and guide the management and services of retired personnel in government agencies and public institutions across the city; be responsible for the staff of public institutions Statistical reports and comprehensive analysis work.

(14) Pension and Unemployment Insurance Section.

Implement the reform implementation opinions and development plans of the basic pension insurance system of the city's agencies, enterprises and institutions and organize their implementation; implement relevant policies and management measures for basic pension insurance; organize and implement the retirement policy for enterprise employees; establish and improve Enterprise annuity filing system; implement the development plan for socialized management and service of pension insurance and organize and supervise its implementation; guide and supervise the business work of pension insurance agencies.

Implement the city's unemployment insurance system reform implementation opinions and development plans and organize their implementation; implement unemployment insurance related policies and management measures; improve the unemployment early warning system, implement policies to prevent, regulate and control large-scale unemployment; guide and supervise the handling of unemployment insurance Institutional business work; implement and supervise the implementation of policies related to the protection of workers' rights and interests in resettlement, pension and unemployment during economic structural adjustment; implement rural social insurance and social security policies and development plans for landless farmers, and be responsible for supervising and organizing implementation; work with relevant parties to formulate Measures for the management of rural social insurance funds; implement relevant social security policies and measures for landless farmers; responsible for the pension insurance work for rural one-woman households; guide and supervise the business work of rural social insurance agencies; responsible for the determination of seniority of employees in the city's housing system reform; responsible for The city's enterprise employees and unemployed personnel's retirement approval work, as well as the early retirement approval work for medical retirement, resignation, and enterprise cadres transferred from the military to difficulties.

(15) Work-related Injury Medical Insurance Department.

Implement the city’s medical and maternity insurance system reform implementation opinions and development plans and organize their implementation; formulate relevant policies and management measures for medical insurance and maternity insurance; implement supplementary medical insurance policies and management measures for government agencies, enterprises and institutions ; Responsible for the policy adjustment, supervision and inspection of municipal medical insurance, maternity insurance, civil servants’ medical subsidies, and the coordination of medical expenses for retired cadres; guide and supervise the business work of medical and maternity insurance agencies. Implement the city's work-related injury insurance system reform implementation opinions and development plans and organize their implementation; implement work-related injury insurance related policies and management measures; undertake the identification of work-related injuries (deaths) for municipal government agency workers, public institution staff and enterprise employees; organize the city's labor Ability appraisal work is responsible for the labor ability appraisal work of people applying for retirement due to illness or non-work-related injuries in the city, as well as the labor ability appraisal work of employees of municipal agencies and public institutions; guiding and supervising the business work of work-related injury insurance agencies.

(16) Mediation and Arbitration Office.

Implement national and provincial labor and personnel dispute mediation and arbitration laws, regulations, rules, and policies; formulate implementation specifications for the city's labor and personnel dispute mediation and arbitration work, and guide and supervise the city's labor and personnel dispute mediation and arbitration work; Guide the prevention of labor and personnel disputes in the city; be responsible for the acceptance of dispute cases, delivery of arbitration documents and file management; determine the composition of the arbitration tribunal; organize theoretical research and publicity of policies and regulations on labor and personnel dispute arbitration in the city; Arbitrators conduct professional training and management; organize and handle relevant labor and personnel disputes and related coordination work in accordance with the law.

(17) Administrative Approval Office.

Be responsible for the acceptance and approval of administrative approval matters that the department is responsible for; be responsible for organizing and coordinating the investigation, demonstration, review and other related work of administrative approval matters; be responsible for the issuance of relevant administrative licenses and related certificates; be responsible for Use and manage the special seal for administrative approval; be responsible for administrative reconsideration and administrative responses to relevant administrative approval matters; be responsible for the approval of people going abroad and leaving the country within the management authority; be responsible for other administrative tasks stipulated by laws, regulations and rules that are undertaken by the human resources and social security departments. Approval matters.