Internal organization of Ningbo Human Resources and Social Security Bureau

According to the above responsibilities, the Municipal Human Resources and Social Security Bureau has 19 functional offices:

(1) office

Assist bureau leaders to comprehensively coordinate important government affairs and affairs; Responsible for the daily work of secretarial, government information, confidential, archives and so on; To undertake important conference organization, important manuscript drafting, information disclosure, security, administrative management, logistics support and other work; Responsible for the bureau's financial and state-owned assets management; Responsible for the financial guidance and supervision of subordinate units; To undertake the target management assessment of the bureau and its subordinate units; Responsible for the city's employment and social security work target management assessment; Responsible for the construction of the bureau government portal website; News propaganda work of comprehensive management.

(2) Organizing the personnel department

To formulate the education and training plan for cadres in the human resources and social security system of the whole city and organize its implementation; To undertake the assessment, appointment, removal, deployment, rewards and punishments of cadres by the bureau organs and directly affiliated units; Responsible for the recognition and reward of the city's human resources and social security system; Responsible for the organization, staffing, salary, professional title evaluation and employment of the bureau organs and directly affiliated units; Responsible for the management of cadres and workers going abroad (border) on business or private; To be responsible for the service management of the retirees of the bureau.

(3) Policy and Regulation Department

To study and draft local laws and regulations on human resources and social security; Responsible for the legality review, filing, cleaning and assembly of normative documents of the bureau; Take the lead in handling external normative documents for comments; Responsible for popularizing the law, guiding and supervising the city's human resources and social security system in accordance with the law and administrative law enforcement; To undertake administrative reconsideration, responding to lawsuits, compensation and other related work; Organize and handle NPC deputies' suggestions and CPPCC members' proposals; To lead the investigation and research work of the bureau, and organize and coordinate expert consultation; Participate in the drafting of important manuscripts of this bureau; Undertake the collection, synthesis and research of human resources and social security trends at home and abroad.

(4) Planning Finance and Social Security Fund Supervision Office (Comprehensive Planning Office)

To formulate the development plan of human resources and social security in the whole city; To formulate the financial accounting management system of social insurance funds in conjunction with relevant departments and organize their implementation; Organizing the preparation of the draft budget and final accounts of the social insurance fund; Responsible for social insurance fund analysis and early warning; To formulate measures for the supervision of social insurance funds and organize their implementation; Supervise the budget and final accounts, collection, management, adjustment, operation, payment, preservation and appreciation of social insurance funds according to law; Guide social insurance agencies to establish and improve the internal control system, and supervise and inspect the implementation; Comprehensively manage the statistical analysis of human resources and social security in the city, and regularly publish statistical data and development forecast reports; Formulate and implement the planning, norms and standards for the city's system information construction; To be responsible for guiding the information technology development, maintenance and management of the information institutions of the bureau system; To formulate plans for the allocation and use of national, provincial and municipal financial special funds (except for municipal talent special funds); To undertake the management of related scientific and technological projects and international aid loan projects.

(five) the civil service examination and employment office

To study and draft local laws, regulations and implementation opinions on the examination, transfer and exchange avoidance of civil servants; To organize the implementation of the Measures for the Administration of Probation Period for Newly Employed Civil Servants; Responsible for the classification of civil service positions and the management of civil service appointment system; According to the management of civil service law, responsible for the examination and approval of organs, institutions and personnel transition; According to the civil service law, organize the examination and employment of civil servants of administrative organs and staff of management institutions in the city; Responsible for the review of civil servant transfer, post grading, communication avoidance and daily registration; Responsible for the examination and approval of the non-leadership position setting scheme in the county (city) district; Responsible for the number of non-leadership positions at the department level managed by municipal administrative organs and government systems with reference to the civil service law; Participate in civil servant information statistics; To formulate policies for the management of government functionaries and organize their implementation; To undertake the personnel appointment and removal procedures of the municipal government.

(6) Civil Service Examination and Training Office

To study and draft local laws, regulations and implementation opinions on civil servant assessment, training, resignation and dismissal, rewards and punishments; To organize the formulation of civil servant training policies, plans, plans and standards; To undertake the annual assessment, resignation, dismissal, commendation, rewards and punishments of civil servants in municipal organs; Responsible for and guide the training of civil servants in the city; Responsible for the implementation of the government's selection of young and middle-aged cadres to pursue postgraduate degrees; To undertake civil servants' code of conduct, professional ethics and capacity building; Responsible for civil servants' complaints and accusations.

(7) Talent development and market division

Comprehensive management of talent development in the city; In conjunction with relevant departments, formulate macro policies and talent development plans for the city's talent work, and compile and publish guiding information for major talent development; To organize the formulation of the allocation scheme of special funds for talents in human resources and social security system; Take the lead in assessing the target management of talent development in counties (cities) and municipal departments; Organize and implement large-scale talent development activities; Responsible for approving the city's talent exchange meeting; To formulate policies for the employment and entrepreneurship of college graduates, the cultivation and development of talent market and talent intermediary institutions; Responsible for the introduction and deployment of talents; To undertake the audit and deployment of the recruitment and introduction of personnel in Ningbo provincial enterprises and institutions; To undertake the resettlement of relevant special personnel in enterprises and institutions; Carry out the selection and assessment of college student village officials in conjunction with relevant departments; Organize regional human resources development exchanges and cooperation, and cooperate with relevant departments to carry out counterpart support for the selection of regional cadres.

(8) Resettlement of demobilized officers (Office of the Working Group for Resettlement of Demobilized Military Cadres and Office of the Leading Group for Target Management Assessment)

In conjunction with the relevant departments, formulate the city's resettlement policies and resettlement plans for demobilized military cadres and organize their implementation; Responsible for receiving demobilized cadres from provincial units who are placed in Ningbo; Responsible for the resettlement of demobilized military cadres and their spouses and children; To formulate the education and training policies for demobilized cadres in the city and organize their implementation; In conjunction with relevant departments, formulate and implement policies for some enterprises to solve difficulties and stabilize demobilized cadres; To undertake the management and service of demobilized military cadres who choose their own jobs; To formulate the annual work target assessment plan of municipal authorities, some provincial units and counties (cities) and districts, and be responsible for the examination, supervision, acceptance and commendation of the assessment targets.

(9) Vocational Capacity Building Department

Organize the formulation of continuing education policies for professional and technical personnel, and be responsible for the planning, guidance, coordination and supervision of continuing education for professional and technical personnel in the city; To guide and coordinate the training of relevant personnel in the city; Organize the formulation of vocational training plans and policies for urban and rural workers, and be responsible for the skills training of enterprise employees, social unemployed people and rural laborers and the entrepreneurship training of urban and rural workers; To formulate the city's vocational skill qualification system and organize its implementation; Formulate incentive policies for training skilled talents and rural practical talents, and comprehensively manage the city's vocational skills competitions; To formulate rules for the development and management of vocational training institutions and vocational skill appraisal institutions; Comprehensive management of the city's technical colleges.

(ten) professional and technical personnel management office

Comprehensive management of professional and technical personnel in the city; Formulate management policies for professional and technical personnel and organize their implementation; To implement the policies and regulations of professional and technical qualification evaluation; Responsible for deepening the reform of professional title system; To manage the evaluation committee of senior and intermediate professional and technical posts; Organize the implementation of the professional qualification system for professional and technical personnel; Responsible for expert management services; To undertake the selection and management of experts and academic and technical leaders who have made outstanding contributions; To undertake the selection and declaration of personnel enjoying special government allowances; Do a good job in the selection, training and management of innovative talents in conjunction with relevant departments; Comprehensively coordinate the postdoctoral work in the city; To formulate and organize the implementation of the policy of returning overseas students to work and start businesses in our city; Organize returned overseas students to declare the national and provincial talent introduction plan and entrepreneurship project funding; Participate in the construction and management of overseas talent introduction platform and the release of relevant information; Guide the work of overseas students pioneer park and overseas talent service center.

(eleven) personnel management office of public institutions

To formulate laws, regulations and management measures for personnel management of public institutions in conjunction with relevant departments; To guide the personnel system reform and personnel management of institutions in the city; Formulate employment policies and management policies of public institutions and organize their implementation; Formulate policies on open recruitment and employment of public institutions and guide their implementation, be responsible for the review and filing of open recruitment plans of municipal institutions, guide written interviews and handle employment procedures; To formulate policies and regulations on post setting, post competition, training, rewards and punishments, complaints and appeals of public institutions and guide their implementation; Responsible for the examination and approval of the post setting scheme of municipal institutions and the identification of post appointment; Formulate specific implementation opinions within the scope of external employment and the total control number of government agencies and institutions; To undertake or participate in the registration, management and statistics of foreign personnel in institutions, organs and institutions; To undertake the daily work of the office of the municipal leading group for institutional reform.

(12) Labor Relations Department

To formulate policies to protect workers' rights and interests involving the coordination of labor relations and the adjustment of economic structure; To formulate and organize the implementation of the labor contract and collective contract system; Formulate policies prohibiting illegal use of child labor and special labor protection policies for female workers and underage workers, and guide the formulation of labor standards; Formulate macro-control policies for enterprise wages and organize their implementation; Guide enterprises to establish employment management system, internal distribution system and collective wage negotiation system; Organize the supervision and inspection of the internal and external income of enterprises; To guide and supervise the management of total wages of state-owned enterprises and the distribution of wages and income of enterprise leaders; Formulate policies on working hours, rest and vacation for employees of enterprises and organize their implementation; Participate in the evaluation of municipal model workers; To undertake the daily work of the office of the tripartite meeting for coordinating labor relations in the city.

(thirteen) wages, welfare and retirement department (directly under the government institutions and retired cadres management office)

Responsible for coordinating the distribution of wages and income of government agencies and institutions in the city; Take the lead in promoting the reform of the distribution system of public institutions; To formulate and organize the implementation of policies on wage and income distribution, welfare and retirement for staff of government agencies and institutions in the city; Formulating the wage investigation and comparison system and policy between civil servants and business counterparts; Participate in wage statistics of government agencies and institutions; Responsible for reviewing the personnel directly under the municipal government and the total wages; To undertake the examination and approval of unified wage distribution and various welfare matters of municipal units; To guide and supervise the distribution of wages and income in all localities, departments and institutions; Responsible for the management of retired cadres below the division level in municipal organs and institutions at the corresponding level; Participate in the reform of social security systems such as pension and medical care for staff of government agencies and institutions in the city.

(14) Pension Insurance Office

To formulate the development plan, reform plan, basic policies and socialized management service measures of the endowment insurance for employees and other laborers, urban and rural residents and land-expropriated personnel in the city and organize their implementation; To be responsible for drafting the adjustment methods of payment standards, personal accounts and fund management, treatment items and payment standards for basic old-age insurance for employees, social old-age insurance for urban and rural residents, rural social old-age insurance funds and old-age security for land-expropriated personnel; Responsible for adjusting the treatment policies and payment standards for employees who died due to illness and non-work-related injuries, and for supporting their immediate family members and non-work-related disabled employees; Be responsible for adjusting and streamlining the subsidy standards for employees' living difficulties in enterprises; Improve the retirement policy of enterprise employees and the calculation policy of length of service and payment period; Responsible for the policy and management of early retirement (post) of enterprise employees due to illness and special types of work; To formulate policies and measures for enterprise annuities and occupational annuities; Responsible for filing the annuity plan of the employer who participates in the basic old-age insurance for urban workers.

(fifteen) Medical Insurance Department (Office of the Municipal Medical Insurance System Reform and Office of the Municipal Medical Management Committee)

Formulate medical insurance plans, policies and standards, and promote the construction of urban and rural basic medical security system; To formulate the scope and payment standards of basic medical insurance drugs and medical services and organize their implementation; Formulate measures for the management and settlement of medical insurance services in designated medical institutions and retail pharmacies; To formulate measures for the management of medical insurance funds of organs, enterprises and institutions and supplementary medical insurance policies; To formulate and organize the implementation of policies and management measures for employee medical insurance, resident medical insurance, supplementary medical insurance, municipal retirees, medical and health personnel and children's overall medical care; Responsible for the supervision and inspection of medical insurance agencies, designated medical institutions and designated retail pharmacies to implement medical insurance policies, and responsible for the qualification identification and assessment of municipal medical institutions and pharmacies.

(sixteen) maternity insurance department (office of labor ability appraisal committee)

To formulate the city's industrial injury and maternity insurance planning, policies and standards, as well as the city's industrial injury and maternity insurance rate management measures and organize their implementation; To formulate policies for prevention, identification and vocational rehabilitation of industrial injuries in the whole city; Responsible for the identification of work-related injuries of employees of provincial enterprises in Ningbo, employees of enterprises and institutions at the city level, and employees of private non-enterprise units; To guide the identification of the degree of disability caused by work-related injuries and occupational diseases and the degree of disability caused by illness or non-work; To formulate the qualification standards and management measures for rehabilitation institutions and assistive devices installation institutions for the disabled in the city; Responsible for the qualification identification of municipal designated medical institutions for industrial injury and maternity insurance and designated medical institutions for the allocation of industrial injury AIDS.

(seventeen) the arbitration office (office of the Municipal Labor Dispute Arbitration Commission, office of the Municipal Personnel Dispute Arbitration Commission)

To formulate mediation and arbitration systems and policies for labor and personnel disputes and organize their implementation; Responsible for the qualification training, assessment and identification of arbitrators in labor and personnel disputes in the city; Responsible for the supervision and inspection of the city's labor and personnel dispute handling institutions, and provide business guidance and work guidance to the Township Labor Relations Coordination Committee; Participate in handling labor and personnel disputes.

(eighteen) the administrative examination and approval department

To implement the relevant provisions of national, provincial and municipal laws, regulations and rules, and promote the reform of the administrative examination and approval system of this department; To organize the formulation of rules and regulations, business processes, examination and approval standards and rules for the administrative examination and approval of this department; In accordance with the prescribed authority, responsible for the acceptance, examination, licensing, approval and delivery of administrative licenses and other administrative examination and approval items of the department; The relevant offices and directly affiliated institutions of the Comprehensive Coordination Bureau carry out the continuation of administrative examination and approval; Guide the county (city) administrative examination and approval of human resources and social security departments; Responsible for the daily management of the administrative service window of the bureau.

(XIX) Letters and Calls Office

Responsible for the daily reception of visitors; Accepting, handling and supervising the petitions put forward by the petitioners; Responsible for undertaking and transferring relevant petitions and information feedback approved by higher authorities and relevant leaders; Coordinate the relevant departments and offices (rooms) and units of this system to handle letters and visits in a timely manner; Take the lead in on-site coordination, emergency management and stability maintenance of sudden mass petitions; Guide the creation of systematic security, comprehensive management and maintenance of social stability.

Party committees of organs. Responsible for the party-mass work of the bureau and its subordinate units.