Internal organizations of Yangquan Human Resources and Social Security Bureau

(1) Office establishment: 2 people, number of positions: 1 person

Responsible for comprehensively coordinating the government affairs and affairs of the agency, formulating work systems and supervising inspections; responsible for documents, conference affairs, confidential information , archives, secretarial, information submission, reception, confidentiality and agency finance and other daily work.

(2) Personnel Department: 2 employees, 1 position

Responsible for the personnel and labor, organizational establishment, education and training, and retired personnel management services of the agency and its affiliated institutions.

(3) The Policy and Regulations Section has 2 staff and 1 position.

Responsible for organizing and carrying out comprehensive research work on the city’s human resources and social security policies; undertaking the drafting of important manuscripts; Take the lead in organizing research work on relevant policies and comprehensive issues, and coordinate expert consultation work; undertake the city's human resources and social security news release and publicity work; undertake the legality review of relevant normative documents of the agency; guide and supervise the implementation of relevant policies and regulations; undertake Relevant administrative reconsideration, administrative response, administrative compensation work and other legal affairs; undertake training, consulting services and legal education on relevant policies and regulations.

(4) The Financial Fund Management Section has 2 employees and 1 position.

Participate in the formulation of the financial management system for social security funds (funds); summarize and compile various funds managed by the bureau ( funds) budget and final accounts; formulate overall financial rules and regulations and management measures; be responsible for managing the city’s special funds for talent introduction and development; provide guidance, supervision and inspection of the financial work of affiliated units; be responsible for the management of state-owned assets of the bureau; be responsible for the audit supervision and supervision of affiliated units Audit on departure of unit leader.

(5) The Social Security Fund Supervision Section has 2 employees and 1 position

Responsible for organizing the preparation of the city’s social insurance fund budget and final accounts draft; formulating the city’s social insurance and its supplementary insurance funds, Supervise the re-employment fund supervision system, operating policies and operating agency qualification standards; supervise the collection, payment, management and operation of social insurance and supplementary insurance funds in accordance with the law, accept complaints and reports, and organize the investigation and handling of relevant cases; be responsible for the supervision and social supervision of the enterprise annuity business Verification and supervision of insurance premium base.

(6) The Human Resources Marketing Department has 2 employees and 1 position.

Responsible for formulating and organizing the implementation of the city’s human resources and social security development plans and annual plans, and responsible for relevant information Planning and statistical management work; responsible for the city's human resources development planning and forecasting work, undertaking the introduction of urgently needed talents and project funding; formulating the city's human resources market development plans and policies and organizing their implementation; establishing out-of-city human resources service agencies and organizations to enter The city's human resources market access system guides and supervises the management of employment intermediaries, is responsible for the qualification identification and approval of employment intermediaries, formulates personnel deployment management measures, and undertakes the personnel deployment of municipal administrative agencies, enterprises and institutions.

(7) The Employment Promotion Section has 2 employees and 1 official position

Draft the city’s employment development plan and annual plan and organize their implementation; implement equal employment for workers and rural labor transfer Employment and inter-regional orderly mobility policies, employment policies for college graduates, employment assistance and employment policies for special groups; responsible for formulating employment and unemployment registration management measures, improving the public employment service system, guiding and standardizing public employment service management ; Participate in the formulation of city-wide special employment fund use and management regulations.

(8) The Vocational Capacity Building Section has 2 employees and 1 official position

Formulate the city’s vocational training policies and plans for urban and rural workers and organize their implementation; formulate the city’s high-skilled talents, rural Practical talent training and incentive policies and selection and commendation work; formulate development plans and management measures for the city's technical schools and vocational training institutions and organize their implementation; be responsible for the city's pre-employment training, re-employment training for unemployed persons, enterprise employee skills training, entrepreneurship training, and rural labor force Transfer training work; organize the implementation of occupational classifications, vocational skill standards and industry standards formulated by the country and the province; improve the vocational skills qualification system, formulate the city's vocational skills appraisal policy and organize its implementation; comprehensively manage the evaluation and recruitment of technicians and senior technicians; organize and carry out city-wide Vocational Skills Competition Jobs.

(9) Officers’ Replacement Section (Office of the Municipal Government’s Resettlement Leading Group for Military Cadres’ Resettlement) Establishment of 2 persons (including the Director of the Military Relocation Office)

Plan the placement and training of the city’s retired military officers Plan, undertake the resettlement work of demobilized military officers in municipal agencies; guide the city's management and service work for demobilized military cadres who choose their own careers; formulate policies for relieving and stabilizing demobilized military cadres in some enterprises and be responsible for organizing implementation, supervision and inspection; assume the leadership of the municipal government's leading group for the resettlement of demobilized military cadres Specific work.

(10) Professional and Technical Personnel Management Section (Municipal Bureau of Foreign Experts Affairs) Establishment of 4 persons (including the Director of the Bureau of Foreign Experts Affairs), 1 position

Formulate the management and management of professional and technical personnel in the city Plan and organize the implementation of continuing education work; be responsible for the training, selection, recommendation and management of high-level professional and technical talents; undertake the city's deepening of the reform of the professional title system and implement the professional and technical professional (practice) qualification system; be responsible for the establishment of professional and technical personnel positions and Appointment and management of professional and technical positions; Responsible for the management of the city's intermediate and junior evaluation committees and the supervision and management of the evaluation of intermediate and junior professional and technical qualifications, guide and supervise the city's professional and technical qualification evaluation and examination work; draft the city's introduction of foreign (overseas) talents and Intellectual policy, planning and organization and implementation; responsible for the job placement and management services of foreign experts, overseas students who come to work in our city, and experts and scholars who return to settle in China; centralized management, guidance and coordination of personnel from agencies, enterprises and institutions going abroad ( environment) training work; responsible for organizing the collection, docking and results evaluation of talent introduction projects; responsible for the city's external exchanges and cooperation in human resources and social security.

(11) The Public Institution Management Section has 2 employees and 1 position

Responsible for the reform and personnel management of the personnel system of the city's public institutions; formulating the reform plan for the personnel system of the city's public institutions And organize the implementation; formulate the management measures for the position setting of public institutions, and undertake the post establishment plan and job recruitment of public institution managers and service personnel according to the management authority; formulate the city's management policies for the personnel and service personnel of public institutions and government agencies; be responsible for guiding and undertaking The city's public institutions openly recruit personnel; organize and guide the assessment, rewards and punishments, appointment and dismissal, resignation, dismissal and other matters of personnel in municipal public institutions.

(12) Civil Servant Management Section (Municipal Civil Servant Bureau) 4 employees, 2 positions

Responsible for the management of civil servants in the city's administrative agencies; drafting civil servants in the city's administrative agencies and reference civil servants Organize and implement the relevant systems and methods for job classification, recruitment, grading, assessment, appointment and dismissal, training, communication, discipline, rewards and punishments, appeals, accusations, resignations and dismissals of staff of legal management units; undertake the transfer of civil servants in municipal administrative agencies , transfer, rotation (post) and temporary training; undertake the personnel appointment and removal matters of the municipal government and submitted to the Municipal People's Congress Standing Committee; review and handle the specific matters of rewarding and commending personnel in the name of the municipal government; be responsible for the personnel files of cadres in the municipal government system Management, supervision and inspection work; formulate and organize the implementation of behavioral norms, professional ethics construction, capacity and style building policies for civil servants in the city's administrative agencies; undertake information statistical management of civil servants in the city's administrative agencies; undertake legal publicity work for civil servants.

(13) The salary and welfare department has 4 employees and 2 positions

According to the relevant national and provincial policies and regulations, draw up the staff of the city’s agencies and institutions (including special contributions) Personnel) salary income distribution, welfare policies, systems and organize their implementation, formulate local allowances and subsidy policies and organize their implementation; be responsible for the approval of wages and retirement benefits for staff of municipal and provincial agencies and institutions stationed in our city; be responsible for Responsible for the examination and approval of allowances and subsidies for staff of government agencies and public institutions; responsible for the calculation of the age of staff of government agencies and public institutions; responsible for the review and approval of those who enjoy special contribution benefits; responsible for the review and approval of living difficulties benefits for survivors after the death of employees (self-financing units) Except); Responsible for the management and use of welfare fees of municipal agencies.

(14) Labor Relations Section (Labor Inspection Section) 2 employees, 1 position

Formulate the city's labor relations policy; formulate implementation specifications for labor contracts and collective contract systems; Responsible for the review of collective contracts and labor employment filings in accordance with management authority; formulate macro-control policies for the distribution of wages and incomes of local enterprise employees in the city, guide and supervise the management of total wages of state-owned enterprises and the distribution of wages and incomes of enterprise leaders; responsible for policies for workers under labor contracts sex resettlement work; formulate the city's enterprise wage guideline and organize its implementation, implement the minimum wage standard; guide the city's labor standard formulation work; implement the company's employee working hours and rest and vacation system and eliminate the illegal use of child labor, female workers, and underage workers. Labor protection policies; implement policies and systems for labor security supervision, guide the city's labor security supervision work; and work with relevant departments to conduct evaluations of labor models in municipal enterprises.

(15) The Social Insurance Department has 2 employees and 1 post

Comprehensive management of social insurance work such as pensions, medical care, unemployment, work-related injuries, maternity, and rural pensions; drafts the city's Social insurance policy, planning and organization implementation, and improving the social insurance service system. Formulate a forecast and early warning system for pension insurance funds; review municipal basic pension insurance rates; improve the municipal coordination system for basic pension insurance; review and handle employee retirement matters for municipal enterprises, agencies, institutions and central and provincial enterprises in the city; draft urban plans The enterprise’s policies and payment standards for the benefits of deceased employees, survivors, and employees with non-work-related disabilities. Establish an unemployment early warning system and formulate measures to prevent, regulate and control large-scale unemployment; formulate policies involving the protection of workers' resettlement rights and interests during economic structural adjustment; and review employee resettlement plans for municipal bankrupt enterprises. Formulate social co-ordination measures and personal account management measures for pension, medical, unemployment, work-related injury, maternity, and rural pension insurance; organize and adjust the drug catalog, diagnosis and treatment item catalog, medical service facility scope and payment standards for medical, maternity, and work-related injury insurance; organize the formulation of Management, settlement methods and payment standards for medical insurance services and maternity insurance services in designated medical institutions and pharmacies; formulate allowance standards for employees during illness, maternity, and work-related injuries. Formulate policies, plans and standards for the city's rural pension insurance and social security for land-expropriated farmers and organize their implementation; formulate rural pension insurance premium collection, pension payment, fund management methods and agency management rules; formulate socialized management services for rural pension insurance Policies; formulate systems for raising, reviewing, filing and managing social security fees for land-expropriated farmers.

(16) The Work-related Injury Identification and Work Ability Appraisal Department shall have 2 employees and 1 position.

Formulate work-related injury prevention, identification and rehabilitation policies; organize the implementation of work-related injury and disability grade identification standards ; Organize and implement the qualification standards for agreed medical institutions, pharmacies, rehabilitation institutions, and disability assistive device installation agencies; undertake the management work related to the identification of employees' work-related injuries and labor ability appraisals; undertake the management work related to the appraisal of employees' non-work-related injuries or loss of labor ability due to illness .

(17) The Migrant Workers Work Section has 2 employees and 1 position.

Formulate comprehensive policies and plans for the city's migrant workers' work to safeguard the legitimate rights and interests of migrant workers; work with relevant departments Carry out commendation work for migrant workers; supervise and inspect the implementation of policies related to migrant workers, coordinate and solve key and difficult issues; coordinate and handle related incidents involving migrant workers; guide and coordinate the construction of migrant workers’ work information; undertake the daily work of the municipal government’s migrant workers’ joint meeting office Work.

(18) The Complaints Mediation and Arbitration Section shall have 2 employees and 1 position.

Develop labor and personnel dispute mediation and arbitration systems and implementation specifications, and guide the mediation of labor and personnel dispute cases. ; Guide the prevention of labor and personnel disputes; guide and handle labor and personnel dispute cases and related coordination work in accordance with the law; organize the training and qualification certification of labor and personnel arbitrators, and guide the construction of a team of arbitrators and mediators. Formulate the city's human resources and social security petition work system and organize its implementation; guide the city's human resources and social security petition work; be responsible for the acceptance, coordination, assignment, transfer, and supervision of petition matters; study and handle important petition cases and collective petition incidents; be responsible for Submission and statistical work related to petition information.

(19) Discipline Inspection Team (Supervision Office) Establishment: 2 (including Disciplinary Inspection Team Leader), 1 position

Responsible for the disciplinary inspection and supervision work of the bureau and its affiliated institutions ; Responsible for building party style and clean government, supervising administrative efficiency, building a system for punishing and preventing corruption, and correcting unhealthy practices in departments and industries.