Yanzhou labor resources and social security bureau internal organization

According to the above responsibilities, the Municipal Human Resources and Social Security Bureau has 1 1 functional departments.

(a) the office (hanging file room brand)

Organize and coordinate the daily work of the Bureau; Responsible for messages, meetings, confidential, archives, supervision, safety, emergency management and other work. ; Responsible for the financial and state-owned assets management; To be responsible for the public affairs and logistical support of the organs; To be responsible for the management and service of the retirees of the bureau; Responsible for the management of general cadres in government institutions and towns (streets) institutions, and manage the files of employees and enterprise cadres in institutions with reference to the Civil Service Law.

(2) Political Work and Personnel Section (hanging the sign of research room)

Responsible for the organization, personnel management, family planning and party-mass work of the bureau and its affiliated institutions; Organize and guide the education and training of this system; Responsible for the comprehensive investigation of the city's human resources and social security policies; Responsible for drafting the city's human resources and social security development plan, annual plan, work summary and other overall comprehensive materials; Responsible for news propaganda and information work.

(3) Policy and Regulation Department (hanging the brand of mass work office)

Responsible for the legality audit of relevant regulatory documents of the bureau; Responsible for the openness of government affairs; Assist relevant departments to undertake relevant administrative reconsideration and administrative litigation; Responsible for the popularization and consultation of human resources and social security laws and regulations; Receiving, coordinating and supervising letters and visits; Responsible for maintaining stability.

(four) civil service management office (hanging examination office brand)

Implement policies and regulations on the classification, employment, assessment, rewards and punishments, appointment and removal, transfer, transfer, resignation and dismissal of civil servants, and organize their implementation, supervision and inspection; Responsible for the daily registration and file management of civil servants; Organize and implement the staff management of public institutions with reference to the civil service law; Handle the deployment procedures of civil servants and personnel of institutions referring to the civil service law according to regulations; Organize the implementation of the civil service complaint system; In conjunction with relevant departments, organize the implementation of the national honor system, formulate the government reward system, and comprehensively handle administrative reward and commendation matters; Responsible for the assessment, recognition and reward of the general staff of municipal organs and institutions and towns (streets) institutions; According to the law, the municipal government shall submit to the Standing Committee of the Municipal People's Congress the procedures for the appointment and removal of staff, the procedures for the appointment and removal of staff of the municipal government and the procedures for the appointment and removal of staff at the stock level of the government system.

(5) Education and Training Section

To formulate the city's civil service training plan and organize its implementation; Formulate policies and measures to strengthen the professional ethics and capacity building of civil servants; Comprehensive management of the continuing education of professional and technical personnel in the city; Formulate and organize the implementation of training and incentive policies for high-skilled talents and rural practical talents in conjunction with relevant departments; To guide and coordinate the training of civil servants in municipal administrative schools.

(vi) Vocational Capacity Building Section

To formulate development plans and policies for technical schools and vocational training institutions in the city; Organizing the implementation of national occupational classification, national vocational skill standards and industry standards; Guide the city's on-the-job staff skills training; Improve the qualification system of vocational skills; Responsible for the assessment and appraisal of vocational skills; Examining and determining the qualifications of vocational skill appraisal institutions; Responsible for the technical level assessment of workers in enterprises and units in the city; Responsible for the recommendation and management of technicians and senior technicians in the city; To formulate rules, policies and measures for the training, commendation, awards and vocational skills competitions of vocational skills talents; Formulate measures for the implementation of the labor reserve system.

(7) Professional and Technical Personnel Management Section

Formulate management policies for professional and technical personnel and organize their implementation; Responsible for deepening the reform of professional title system; To organize the implementation of policies and regulations on qualification evaluation, examination and examination for professional and technical posts; Responsible for the comprehensive management of the junior professional and technical post evaluation committee; Responsible for the examination and approval of the qualifications for junior professional and technical positions; To be responsible for the preliminary recommendation of the qualifications of middle and senior professional and technical positions; Organize the implementation of the professional qualification system for professional and technical personnel; Implement the postdoctoral management system and be responsible for the management and service of postdoctoral research mobile stations and workstations. Responsible for the planning and training of high-level professional and technical personnel, and undertake the recommendation and management of experts and academic and technical leaders with outstanding contributions; To undertake the declaration of personnel enjoying special government allowances.

(8) Planning and Organization Personnel Management Section

To guide the personnel system reform and personnel management of institutions in the city; To work out and manage personnel plans of government agencies and institutions in the city jointly with relevant departments; Work out a resettlement plan for retired soldiers in conjunction with relevant departments; Responsible for the statistics and comprehensive analysis of cadres; To formulate personnel management policies for public institutions and national civil servants and organize their implementation; Formulate personnel deployment policies for public institutions and national civil servants, and handle relevant personnel deployment procedures according to regulations; According to the management authority, undertake the examination and approval of the post setting scheme of public institutions; To formulate policies for staff of public institutions to compete for posts and organize their implementation; To formulate policies for open recruitment of staff in municipal institutions and organize their implementation; Formulate the policy of recruiting personnel (excluding experts) from abroad; Take the lead in the selection, dispatch and resettlement of personnel in recipient areas and key construction projects.

(9) Labour Relations Division

Implement the labor relations policy and improve the tripartite mechanism for coordinating labor relations; Formulate the implementation norms of labor contract and collective contract system; Implement the city's enterprise employees' wage income distribution control policies and formulate implementation measures; To formulate policies for the protection of workers' rights and interests in the reform, reorganization and closure of bankrupt enterprises and organize their implementation; Improve the retirement policy of enterprise employees; Implement the minimum wage standard and organize its implementation; Guide the formulation of labor standards; Responsible for the flow of personnel relations between enterprises; Implement the policy of eliminating illegal use of child labor and the special labor protection policy for female workers and underage workers and supervise the implementation; Participate in the recommendation and selection of labor models in related enterprises; Publish statistical bulletins, information materials and development forecast reports.

(10) Wages and Welfare Section

Comprehensive management of wages and benefits of government agencies and institutions in the city; Responsible for organizing the implementation of the wage income distribution, welfare benefits and retirement policies of the staff of government agencies and institutions in the city; Manage the total wages of municipal institutions; Responsible for the audit of the unified payment of wages by government agencies and institutions in the city; In accordance with the cadre management authority, be responsible for determining the working hours and calculating the working years of the general staff of government agencies and institutions; Responsible for the retirement approval of ordinary cadres in government system; Responsible for the technical level assessment of workers in government agencies and institutions in the city; To be responsible for the organization, implementation and examination and approval of the subsidy policy for survivors of staff of government agencies and institutions in the city; Participate in guiding and coordinating the management and service of retirees in government agencies and institutions.

(1 1) Industrial Injury Management Section

Responsible for the implementation of work-related injury identification for personnel in enterprises and institutions.