Report of the National People's Congress on the evaluation of the Municipal Personnel Bureau
Director, deputy director, secretary general:
According to the work report of the Fifth Session of the First Session of the Municipal People's Congress and the work arrangement of the Standing Committee of the Municipal People's Congress at the beginning of the year, the Standing Committee of the Municipal People's Congress began to organize the deputies of the Municipal People's Congress and the members of the Internal Affairs Committee on December 5 to conduct a deliberation review of the Municipal Personnel Bureau. The review will be reported to the Standing Committee of the Municipal People's Congress:
I. The evaluation of the work of the Municipal Personnel Bureau and the Municipal Personnel Bureau throughout the year focused on the implementation of the talent strategy and further increased the development of human resources.
1. Promote the construction of the talent market and give full play to the service functions of the talent center. The Personnel Bureau has completed the Suihua City Talent Center and put it into use on April 25 this year after raising funds from various sources. The Talent Center organizes talent recruitment fairs for job seekers and employers on the 8th, 18th and 28th of each month. By the end of this year, the Talent Center has held 38 talent exchange meetings, 195 employers and 2,033 job seekers, and 542 intentional agreements have been reached.
2. Improve the talent policy system, innovate and optimize the talent development environment. The Personnel Bureau explores and reforms talent policies, systems and mechanisms, improves and optimizes the talent policy system, and creates a good institutional and policy environment for cultivating and using talents. First of all, according to the decision of the municipal party committee and the municipal government to revitalize the old industrial base of Fuhua, the "Humanization Plan for Promoting the Old Industrial Base of Suihua City from 2004 to 2019" was formulated, which provided guidance for the long-term development and cultivation of industrial talents in our city. planning. Secondly, on the basis of investigation and research and extensive solicitation of opinions, the “Several Opinions on Strengthening the Construction of Talent Team in Suihua City” was drafted, and it was clearly stated that the principle of party management talents should be adhered to in order to build a high-quality team of party and government personnel and management and management personnel. The goal of professional and technical talents is to focus on the introduction of high-level talents; to strengthen the talent policy, talent mechanism and talent environment; to use government guidance as the driving force; to use market mechanism as the means of multi-faceted, multi-channel and multi-form Talent work ideas. In order to increase the concentration of talents in our city, we have provided good policy support and ideological guarantees to revitalize the enthusiasm of existing talents.
3. Establish a new type of intelligence-inducing mechanism and increase the intensity of foreign intelligence work. The Personnel Bureau has taken extraordinary measures specially designed by the special personnel to recruit talents and continuously improve the standard of intelligence introduction. In September this year, according to the requirements of the provincial special bureau, the Personnel Bureau organized 55 units and 156 personnel participated in the “Overseas Experts Longjiang Line” organized by the provincial special bureau and signed 14 docking projects. By the end of this year, the city had reached 8 projects for attracting talents and 8 foreign experts.
4. Seriously implement the talent policy and strengthen the management and service of professional talents. The first is to broaden the various employment channels and provide comprehensive services for graduates. This year, in accordance with the spirit of the previous meeting and the employment principle of “two-way choice”, the “Opinions on the employment of graduates of colleges and universities in 2003 in Suihua City” was formulated, which clearly stipulates that the university students and teachers in the local students continue to practice The current distribution policy. According to the needs of enterprises and institutions in our city, we recommend more than 100 graduates to 13 households in our city. At the same time, in order to facilitate the graduates to go through the relevant procedures, coordinate the relevant departments to simplify and standardize the procedures that graduates need to handle. At present, more than 30 graduates from the city's first hospital, Chinese medicine hospital and other units have gone through the formalities. The second is to deepen the management of professional talents and increase the development of local talents. On the basis of a comprehensive survey of local talents in the city at the beginning of the year, an assessment file was established for the local talents in the city, and local talents with demonstration lead were selected to train in colleges and universities, and 487 local talents were selected as village leaders. leadership. At the same time, according to the role of the local talents in the city, he recommended three comrades, including Su Yanxia, manager of Hemengjiang Sumen Garden Technology Development Co., Ltd. as the national and provincial commendation candidates.
Focusing on the construction of diligent and honest government, the overall quality of the civil service has been further improved.
1. Improve the civil service selection and recruitment system based on the principle of “everything must be tested”. The Personnel Bureau adhered to the principle of “everything must pass the examination” and organized the work of national civil servants from the examinations of ordinary college graduates in 2003 according to the work arrangement of the higher level. The city recruited and recruited 9 positions and 9 personnel. This year, 24 people's police officers were publicly recruited for the public security bureaus of Qilin and Mingshui in the city. The work has been completed.
2. Use training and continuing education as a means to improve the quality of civil servants. In this year's work, the Municipal Personnel Bureau established and implemented a system for the training and education of the staff of the city's organs and institutions, and realized the institutionalization and standardization of training and education management. In order to further enable the city's civil servants to master WTO knowledge and administrative knowledge according to law, WTO knowledge experts and comrades of the Provincial Legal Department have organized special trainings for civil servants in the municipal government, and conducted WTO knowledge tests on 2,268 people in the municipal government.
3. Driven by advanced typical figures to promote the building of a clean and honest administration of civil servants. This year, the Municipal Personnel Bureau carefully organized the recommendation work in accordance with the requirements of the Provincial Personnel Department on the selection activities of the “People Satisfied Civil Servants” and “People Satisfied Civil Servants Collectives”. The Municipal Personnel Bureau cooperated with the propaganda department to carry out the “Top Ten Public Servant” selection activities. Through various propaganda media, we will actively carry out the typical deeds of the advanced collectives represented by the Qilin Letters and Visits Office and the Mingshui County Forestry Bureau and the advanced individuals represented by Zhang Yi, the director of the Lanxi County Statistics Bureau. Characters and collectives have expanded the good image of civil servants among the public, set an example for civil servants in the city, and improved the level of civil servant integrity and diligence in the city.
Focusing on the innovation of institutional mechanisms, the process of various reforms in the city has been further promoted.
1. To optimize the economic development environment and deepen the reform of the administrative examination and approval system. First, in accordance with the unified deployment in the province, through the department's self-cleaning declaration and review team review and approval, 295 approval projects were cancelled in the city's 625 administrative examination and approval items, exceeding the province's goal of reducing 40%. In order to ensure that the administrative examination and approval center was put into operation, the Municipal Personnel Bureau strictly screened 47 departments with administrative examination and approval functions, and finally determined that 144 approval items of 27 companies entered the “Administrative Approval Center”. Second, on the basis of the actual situation of the National People's Congress and the CPPCC, on the basis of respecting the opinions of the NPC and the CPPCC, the institutional reform of the NPC and CPPCC was completed in June this year. According to the requirements of the new round of administrative management system reform and the implementation opinions of 34 municipalities, the goal of streamlining the township preparation and personnel diversion work, the survey of the establishment of the public institutions and the calculation of the township staff establishment are The foundation for the next year’s work has been laid.
2. To strengthen the vitality of public institutions and deepen the supporting reform of public institutions. The Municipal Personnel Bureau has carried out the cleanup and rectification of the existing institutions in the city at the beginning of the year, and carried out statistics on the public institutions in the city. The overall structure of the institutions and the basic situation of each person have been mastered. The comprehensive reform has laid a good foundation. In order to further promote the reform process of the city's public institutions, the Municipal Personnel Bureau drafted the "Interim Measures for the Employment System of Institutions" after studying the relevant national and provincial policy files, and guided various institutions to formulate relevant supporting policies and deepen their careers. The unit's wage distribution system has achieved deepening reforms, expanded the internal distribution autonomy of public institutions, and established an internal distribution system with good operations and various forms. This year, the Municipal Personnel Bureau also confirmed the pilot projects for the comprehensive supporting reforms of the four institutions of the Chinese Medicine Hospital, the Health Hospital, the Stomatological Hospital and the Red Cross Blood Station, and correspondingly established three working groups to promote implementation, from institutional reform and employment system. The three aspects of reform and distribution system reform will be given guidance.
Focusing on team building, the comprehensive quality of the personnel department has been further strengthened.
1. Grasp the construction of ideological style and strengthen the sense of responsibility. The Municipal Personnel Bureau has always insisted on paying close attention to the ideological and political education of personnel cadres. The leaders of the bureau took the lead in learning the wind of theory, and organized the cadres and workers to seriously study the spirit of the Third Plenary Session of the 16th CPC Central Committee. Adhere to the study of the Japanese system and party education activities as the main methods and content of learning, and plan to invite the members of the leadership team and experienced comrades to carry out Deng Xiaoping Theory and the important thinking of the "Three Represents" for all cadres and workers. Theoretical and market economic knowledge, WTO knowledge, business knowledge counseling and training. Through these activities, the cadre and staff of the Personnel Bureau have further enhanced the awareness of the overall situation and responsibility.
2. Grasping administrative construction according to law and strengthening legal awareness. The Personnel Bureau has extensively carried out learning, law-abiding, and law-abiding activities in the bureaus, requiring all cadres and workers of the Personnel Bureau to seriously study relevant laws and regulations, continuously enhance their legal awareness, and actively invite the people's congresses to supervise their work. Yuan Xucheng, etc. received this year. The six suggestions on personnel personnel proposed by the NPC deputies were answered in the form of official files. The NPC deputies who made the recommendations were generally satisfied with the response of the Municipal Personnel Bureau.
3. Grasp the work style construction and strengthen service awareness. Taking the opportunity of "two winds" construction, the Municipal Personnel Bureau has carefully organized the "two winds" construction knowledge test, which has improved the understanding of the "two winds" construction by all party members and cadres, and strengthened the work of all personnel of the Personnel Bureau. Enthusiasm and consciousness.
4. Grasping business capacity building and strengthening competition awareness. This year, the Municipal Personnel Bureau launched a large-scale training activity for the post, and organized business knowledge lectures and modern office skills training for all cadres, creating a good environment for the growth of personnel cadres. The Municipal Personnel Bureau also publicly selected five deputy-level cadres in the overall qualified young cadres.
II. Evaluation of the work of the director of the Municipal Personnel Bureau In the commentary, most of the comrades of the Municipal Personnel Bureau reflected that Comrade Zhu Jinshan can conscientiously implement the guidelines, policies, systems and regulations on personnel work, and perform the duties given by the municipal party committee and the municipal government. The responsibilities of the Personnel Bureau have good theoretical literacy and policy standards. He has worked in the organization of personnel leadership for many years, is familiar with personnel work, has rich experience, strong organizational leadership and clear working ideas.
First, adhere to principles, diligence and dedication. The cadres and workers of the Personnel Bureau reflected that the greatest feature of Comrade Zhu Jinshan in his work was that he would go to work early and dare to take responsibility and not be afraid to touch all aspects of the contradiction. In particular, in the work of institutional reform of institutions and institutions in the city, in the work of institution setting and staffing, we can seriously investigate and study, respect the opinions of various units, and make the reform of the party and government organs throughout the city proceed smoothly and smoothly. The reform pilot work has also been successfully completed. In the daily work, the ideas are clear, the style is deep, the work is pragmatic, and the basic management and standardized management have achieved certain results. During the period of the director of the Municipal Personnel Bureau, in order to strengthen the management of the bureau, through various aspects of coordination, the departments scattered in multiple offices were concentrated in the office, which facilitated the external staff. The duties of the various departments of the Municipal Personnel Bureau and the names and positions of the staff members shall be made public and actively supervised by the public.
The second is to care for comrades and not to be close to them. Not eating and drinking, and being very embarrassed in the reception of superiors, try to go to the snack department and spend less. Do not advocate, do not ask for gifts. No need for a bus for private matters. I don’t want to talk about acquaintances at work.
The third is strict requirements, honest and self-discipline. Whether he is a member of the team or a general cadre, he treats everyone equally, gives help in his work, and cares about life. In the training of the middle-level cadres of the Municipal Personnel Bureau, a competitive mechanism was introduced. Through fair, open and fair selection, young cadres with good political standards, high cultural standards and strong working abilities were assigned to leadership positions.
In the vote evaluation, 50 cadres and workers of the Municipal Personnel Bureau voted, and the satisfaction rate reached 100%.
Second, the existing problems
1. The overall problem of the Municipal Personnel Bureau is that it is in terms of work efficiency. According to the symposium, in the case of foreign party personnel going to the Municipal Personnel Bureau for examination and approval matters or other work, things that should have been done once, often because the personnel of the Personnel Bureau are busy with their own business or other reasons, and cannot be closed at one time, resulting in external units. The staff sometimes have to run a few times to complete the knot, objectively forming a low efficiency and not doing a smooth job.
The second is in terms of service awareness. According to the relevant departments, when the foreign unit personnel went to the Municipal Personnel Bureau to handle related business, a few comrades in the Municipal Personnel Bureau still had the phenomenon of focusing on the management of light services, and there was still a certain degree of difficulty in the service attitude of individual staff members to external staff. The problem of ugly faces, the behavior of individuals affects the overall image of the Municipal Personnel Bureau.
The third is in terms of collecting fees. Some units have opinions on the high standards for the collection of training fees and other items, and the lack of basis for collection.
The fourth is in terms of coordination. In terms of external coordination, such as the salary of the political work title of the public institution, the political work titles approved by some units are reported to the Municipal Personnel Bureau when they are cashed, due to reasons such as consultation and communication between the Municipal Personnel Bureau and the relevant departments. One year, there is no result. In terms of internal coordination, some members of the Personnel Bureau did not make timely adjustments for various reasons, and some of the work could not be carried out or delayed.
2. The personal deficiencies of the director of the Municipal Personnel Bureau are in the review. According to the individual talks and the symposium, the Municipal Personnel Director Zhu Jinshan still has some shortcomings in focusing on key tasks, coordinating the innovation consciousness of the relationship between the superior and the subordinates, and mobilizing the enthusiasm of the team members. Where.
Third, opinions and suggestions
1. The first recommendation for the overall work of the Municipal Personnel Bureau is to establish a working day system for foreign entities. In order to further promote the efficiency of the work of the Personnel Bureau, it is convenient for the personnel of the foreign unit to go to the Personnel Bureau for business. It is recommended that the external functional departments of the Municipal Personnel Bureau define the time for each week to conduct business and form a system. During this period, the staff attendance rate and the efficiency of the external units are guaranteed to facilitate the convenience of external staff and improve the efficiency of the personnel bureau. the goal of.
The second is to improve work style and enhance public servant awareness. We must conscientiously implement the service commitment system, the first-question responsibility system, simplify the procedures and work links, and carry out in-depth "one-stop" office and "one-stop" services. Simplify the approval process and determine the approval time limit. At the same time, strengthen the business training for staff and be familiar with the work process. Strengthen service functions, improve working methods, and improve work efficiency.
The third is to strengthen its own supervision. In terms of external supervision, employ the construction supervision supervisors, often report to them on the development of personnel work, regularly collect supervisors' opinions and suggestions on the work of the Personnel Bureau, and carefully address and solve the problems reflected, and carry out the satisfaction of the settlement. Statistics and return visits. At the same time, we will carry out internal supervision and self-correction activities, establish an unannounced visit work system, and adopt a form of tracking and handling procedures to understand and grasp the real situation of each department and each post.
The fourth is to further increase the management of examinations and training, and improve transparency. It is recommended that the Municipal Personnel Bureau regularly disclose the standards of the training fees, the basis of the collection and the whereabouts of the fees, which are relevant to the relevant units, and disclose them to the society through media channels such as newspapers and television.
The fifth is to further strengthen coordination and communication work. In terms of external coordination, the relevant units of personnel work are regularly communicated and coordinated through convening contact meetings to reduce conflicts and improve efficiency. In internal coordination, in charge of leadership for long-term failure to participate in work due to objective reasons, it is necessary to make timely adjustments and arrangements to ensure the normal development of the work.
2. The personal work recommendation of the Municipal Personnel Director is to further mobilize the enthusiasm of the team members and all cadres and workers. While paying attention to the individual's hard work, it is necessary to fully mobilize the enthusiasm of other team members, to give full play to the advantages of the leaders in familiarizing with the business, and to give full play to the cohesiveness and combat effectiveness of the leadership team as a whole. Further integrate existing talent resources to provide more space for cadres and workers to display their talents.
Please review the above report.
According to the work report of the Fifth Session of the First Session of the Municipal People's Congress and the work arrangement of the Standing Committee of the Municipal People's Congress at the beginning of the year, the Standing Committee of the Municipal People's Congress began to organize the deputies of the Municipal People's Congress and the members of the Internal Affairs Committee on December 5 to conduct a deliberation review of the Municipal Personnel Bureau. The review will be reported to the Standing Committee of the Municipal People's Congress:
I. The evaluation of the work of the Municipal Personnel Bureau and the Municipal Personnel Bureau throughout the year focused on the implementation of the talent strategy and further increased the development of human resources.
1. Promote the construction of the talent market and give full play to the service functions of the talent center. The Personnel Bureau has completed the Suihua City Talent Center and put it into use on April 25 this year after raising funds from various sources. The Talent Center organizes talent recruitment fairs for job seekers and employers on the 8th, 18th and 28th of each month. By the end of this year, the Talent Center has held 38 talent exchange meetings, 195 employers and 2,033 job seekers, and 542 intentional agreements have been reached.
2. Improve the talent policy system, innovate and optimize the talent development environment. The Personnel Bureau explores and reforms talent policies, systems and mechanisms, improves and optimizes the talent policy system, and creates a good institutional and policy environment for cultivating and using talents. First of all, according to the decision of the municipal party committee and the municipal government to revitalize the old industrial base of Fuhua, the "Humanization Plan for Promoting the Old Industrial Base of Suihua City from 2004 to 2019" was formulated, which provided guidance for the long-term development and cultivation of industrial talents in our city. planning. Secondly, on the basis of investigation and research and extensive solicitation of opinions, the “Several Opinions on Strengthening the Construction of Talent Team in Suihua City” was drafted, and it was clearly stated that the principle of party management talents should be adhered to in order to build a high-quality team of party and government personnel and management and management personnel. The goal of professional and technical talents is to focus on the introduction of high-level talents; to strengthen the talent policy, talent mechanism and talent environment; to use government guidance as the driving force; to use market mechanism as the means of multi-faceted, multi-channel and multi-form Talent work ideas. In order to increase the concentration of talents in our city, we have provided good policy support and ideological guarantees to revitalize the enthusiasm of existing talents.
3. Establish a new type of intelligence-inducing mechanism and increase the intensity of foreign intelligence work. The Personnel Bureau has taken extraordinary measures specially designed by the special personnel to recruit talents and continuously improve the standard of intelligence introduction. In September this year, according to the requirements of the provincial special bureau, the Personnel Bureau organized 55 units and 156 personnel participated in the “Overseas Experts Longjiang Line” organized by the provincial special bureau and signed 14 docking projects. By the end of this year, the city had reached 8 projects for attracting talents and 8 foreign experts.
4. Seriously implement the talent policy and strengthen the management and service of professional talents. The first is to broaden the various employment channels and provide comprehensive services for graduates. This year, in accordance with the spirit of the previous meeting and the employment principle of “two-way choice”, the “Opinions on the employment of graduates of colleges and universities in 2003 in Suihua City” was formulated, which clearly stipulates that the university students and teachers in the local students continue to practice The current distribution policy. According to the needs of enterprises and institutions in our city, we recommend more than 100 graduates to 13 households in our city. At the same time, in order to facilitate the graduates to go through the relevant procedures, coordinate the relevant departments to simplify and standardize the procedures that graduates need to handle. At present, more than 30 graduates from the city's first hospital, Chinese medicine hospital and other units have gone through the formalities. The second is to deepen the management of professional talents and increase the development of local talents. On the basis of a comprehensive survey of local talents in the city at the beginning of the year, an assessment file was established for the local talents in the city, and local talents with demonstration lead were selected to train in colleges and universities, and 487 local talents were selected as village leaders. leadership. At the same time, according to the role of the local talents in the city, he recommended three comrades, including Su Yanxia, manager of Hemengjiang Sumen Garden Technology Development Co., Ltd. as the national and provincial commendation candidates.
Focusing on the construction of diligent and honest government, the overall quality of the civil service has been further improved.
1. Improve the civil service selection and recruitment system based on the principle of “everything must be tested”. The Personnel Bureau adhered to the principle of “everything must pass the examination” and organized the work of national civil servants from the examinations of ordinary college graduates in 2003 according to the work arrangement of the higher level. The city recruited and recruited 9 positions and 9 personnel. This year, 24 people's police officers were publicly recruited for the public security bureaus of Qilin and Mingshui in the city. The work has been completed.
2. Use training and continuing education as a means to improve the quality of civil servants. In this year's work, the Municipal Personnel Bureau established and implemented a system for the training and education of the staff of the city's organs and institutions, and realized the institutionalization and standardization of training and education management. In order to further enable the city's civil servants to master WTO knowledge and administrative knowledge according to law, WTO knowledge experts and comrades of the Provincial Legal Department have organized special trainings for civil servants in the municipal government, and conducted WTO knowledge tests on 2,268 people in the municipal government.
3. Driven by advanced typical figures to promote the building of a clean and honest administration of civil servants. This year, the Municipal Personnel Bureau carefully organized the recommendation work in accordance with the requirements of the Provincial Personnel Department on the selection activities of the “People Satisfied Civil Servants” and “People Satisfied Civil Servants Collectives”. The Municipal Personnel Bureau cooperated with the propaganda department to carry out the “Top Ten Public Servant” selection activities. Through various propaganda media, we will actively carry out the typical deeds of the advanced collectives represented by the Qilin Letters and Visits Office and the Mingshui County Forestry Bureau and the advanced individuals represented by Zhang Yi, the director of the Lanxi County Statistics Bureau. Characters and collectives have expanded the good image of civil servants among the public, set an example for civil servants in the city, and improved the level of civil servant integrity and diligence in the city.
Focusing on the innovation of institutional mechanisms, the process of various reforms in the city has been further promoted.
1. To optimize the economic development environment and deepen the reform of the administrative examination and approval system. First, in accordance with the unified deployment in the province, through the department's self-cleaning declaration and review team review and approval, 295 approval projects were cancelled in the city's 625 administrative examination and approval items, exceeding the province's goal of reducing 40%. In order to ensure that the administrative examination and approval center was put into operation, the Municipal Personnel Bureau strictly screened 47 departments with administrative examination and approval functions, and finally determined that 144 approval items of 27 companies entered the “Administrative Approval Center”. Second, on the basis of the actual situation of the National People's Congress and the CPPCC, on the basis of respecting the opinions of the NPC and the CPPCC, the institutional reform of the NPC and CPPCC was completed in June this year. According to the requirements of the new round of administrative management system reform and the implementation opinions of 34 municipalities, the goal of streamlining the township preparation and personnel diversion work, the survey of the establishment of the public institutions and the calculation of the township staff establishment are The foundation for the next year’s work has been laid.
2. To strengthen the vitality of public institutions and deepen the supporting reform of public institutions. The Municipal Personnel Bureau has carried out the cleanup and rectification of the existing institutions in the city at the beginning of the year, and carried out statistics on the public institutions in the city. The overall structure of the institutions and the basic situation of each person have been mastered. The comprehensive reform has laid a good foundation. In order to further promote the reform process of the city's public institutions, the Municipal Personnel Bureau drafted the "Interim Measures for the Employment System of Institutions" after studying the relevant national and provincial policy files, and guided various institutions to formulate relevant supporting policies and deepen their careers. The unit's wage distribution system has achieved deepening reforms, expanded the internal distribution autonomy of public institutions, and established an internal distribution system with good operations and various forms. This year, the Municipal Personnel Bureau also confirmed the pilot projects for the comprehensive supporting reforms of the four institutions of the Chinese Medicine Hospital, the Health Hospital, the Stomatological Hospital and the Red Cross Blood Station, and correspondingly established three working groups to promote implementation, from institutional reform and employment system. The three aspects of reform and distribution system reform will be given guidance.
Focusing on team building, the comprehensive quality of the personnel department has been further strengthened.
1. Grasp the construction of ideological style and strengthen the sense of responsibility. The Municipal Personnel Bureau has always insisted on paying close attention to the ideological and political education of personnel cadres. The leaders of the bureau took the lead in learning the wind of theory, and organized the cadres and workers to seriously study the spirit of the Third Plenary Session of the 16th CPC Central Committee. Adhere to the study of the Japanese system and party education activities as the main methods and content of learning, and plan to invite the members of the leadership team and experienced comrades to carry out Deng Xiaoping Theory and the important thinking of the "Three Represents" for all cadres and workers. Theoretical and market economic knowledge, WTO knowledge, business knowledge counseling and training. Through these activities, the cadre and staff of the Personnel Bureau have further enhanced the awareness of the overall situation and responsibility.
2. Grasping administrative construction according to law and strengthening legal awareness. The Personnel Bureau has extensively carried out learning, law-abiding, and law-abiding activities in the bureaus, requiring all cadres and workers of the Personnel Bureau to seriously study relevant laws and regulations, continuously enhance their legal awareness, and actively invite the people's congresses to supervise their work. Yuan Xucheng, etc. received this year. The six suggestions on personnel personnel proposed by the NPC deputies were answered in the form of official files. The NPC deputies who made the recommendations were generally satisfied with the response of the Municipal Personnel Bureau.
3. Grasp the work style construction and strengthen service awareness. Taking the opportunity of "two winds" construction, the Municipal Personnel Bureau has carefully organized the "two winds" construction knowledge test, which has improved the understanding of the "two winds" construction by all party members and cadres, and strengthened the work of all personnel of the Personnel Bureau. Enthusiasm and consciousness.
4. Grasping business capacity building and strengthening competition awareness. This year, the Municipal Personnel Bureau launched a large-scale training activity for the post, and organized business knowledge lectures and modern office skills training for all cadres, creating a good environment for the growth of personnel cadres. The Municipal Personnel Bureau also publicly selected five deputy-level cadres in the overall qualified young cadres.
II. Evaluation of the work of the director of the Municipal Personnel Bureau In the commentary, most of the comrades of the Municipal Personnel Bureau reflected that Comrade Zhu Jinshan can conscientiously implement the guidelines, policies, systems and regulations on personnel work, and perform the duties given by the municipal party committee and the municipal government. The responsibilities of the Personnel Bureau have good theoretical literacy and policy standards. He has worked in the organization of personnel leadership for many years, is familiar with personnel work, has rich experience, strong organizational leadership and clear working ideas.
First, adhere to principles, diligence and dedication. The cadres and workers of the Personnel Bureau reflected that the greatest feature of Comrade Zhu Jinshan in his work was that he would go to work early and dare to take responsibility and not be afraid to touch all aspects of the contradiction. In particular, in the work of institutional reform of institutions and institutions in the city, in the work of institution setting and staffing, we can seriously investigate and study, respect the opinions of various units, and make the reform of the party and government organs throughout the city proceed smoothly and smoothly. The reform pilot work has also been successfully completed. In the daily work, the ideas are clear, the style is deep, the work is pragmatic, and the basic management and standardized management have achieved certain results. During the period of the director of the Municipal Personnel Bureau, in order to strengthen the management of the bureau, through various aspects of coordination, the departments scattered in multiple offices were concentrated in the office, which facilitated the external staff. The duties of the various departments of the Municipal Personnel Bureau and the names and positions of the staff members shall be made public and actively supervised by the public.
The second is to care for comrades and not to be close to them. Not eating and drinking, and being very embarrassed in the reception of superiors, try to go to the snack department and spend less. Do not advocate, do not ask for gifts. No need for a bus for private matters. I don’t want to talk about acquaintances at work.
The third is strict requirements, honest and self-discipline. Whether he is a member of the team or a general cadre, he treats everyone equally, gives help in his work, and cares about life. In the training of the middle-level cadres of the Municipal Personnel Bureau, a competitive mechanism was introduced. Through fair, open and fair selection, young cadres with good political standards, high cultural standards and strong working abilities were assigned to leadership positions.
In the vote evaluation, 50 cadres and workers of the Municipal Personnel Bureau voted, and the satisfaction rate reached 100%.
Second, the existing problems
1. The overall problem of the Municipal Personnel Bureau is that it is in terms of work efficiency. According to the symposium, in the case of foreign party personnel going to the Municipal Personnel Bureau for examination and approval matters or other work, things that should have been done once, often because the personnel of the Personnel Bureau are busy with their own business or other reasons, and cannot be closed at one time, resulting in external units. The staff sometimes have to run a few times to complete the knot, objectively forming a low efficiency and not doing a smooth job.
The second is in terms of service awareness. According to the relevant departments, when the foreign unit personnel went to the Municipal Personnel Bureau to handle related business, a few comrades in the Municipal Personnel Bureau still had the phenomenon of focusing on the management of light services, and there was still a certain degree of difficulty in the service attitude of individual staff members to external staff. The problem of ugly faces, the behavior of individuals affects the overall image of the Municipal Personnel Bureau.
The third is in terms of collecting fees. Some units have opinions on the high standards for the collection of training fees and other items, and the lack of basis for collection.
The fourth is in terms of coordination. In terms of external coordination, such as the salary of the political work title of the public institution, the political work titles approved by some units are reported to the Municipal Personnel Bureau when they are cashed, due to reasons such as consultation and communication between the Municipal Personnel Bureau and the relevant departments. One year, there is no result. In terms of internal coordination, some members of the Personnel Bureau did not make timely adjustments for various reasons, and some of the work could not be carried out or delayed.
2. The personal deficiencies of the director of the Municipal Personnel Bureau are in the review. According to the individual talks and the symposium, the Municipal Personnel Director Zhu Jinshan still has some shortcomings in focusing on key tasks, coordinating the innovation consciousness of the relationship between the superior and the subordinates, and mobilizing the enthusiasm of the team members. Where.
Third, opinions and suggestions
1. The first recommendation for the overall work of the Municipal Personnel Bureau is to establish a working day system for foreign entities. In order to further promote the efficiency of the work of the Personnel Bureau, it is convenient for the personnel of the foreign unit to go to the Personnel Bureau for business. It is recommended that the external functional departments of the Municipal Personnel Bureau define the time for each week to conduct business and form a system. During this period, the staff attendance rate and the efficiency of the external units are guaranteed to facilitate the convenience of external staff and improve the efficiency of the personnel bureau. the goal of.
The second is to improve work style and enhance public servant awareness. We must conscientiously implement the service commitment system, the first-question responsibility system, simplify the procedures and work links, and carry out in-depth "one-stop" office and "one-stop" services. Simplify the approval process and determine the approval time limit. At the same time, strengthen the business training for staff and be familiar with the work process. Strengthen service functions, improve working methods, and improve work efficiency.
The third is to strengthen its own supervision. In terms of external supervision, employ the construction supervision supervisors, often report to them on the development of personnel work, regularly collect supervisors' opinions and suggestions on the work of the Personnel Bureau, and carefully address and solve the problems reflected, and carry out the satisfaction of the settlement. Statistics and return visits. At the same time, we will carry out internal supervision and self-correction activities, establish an unannounced visit work system, and adopt a form of tracking and handling procedures to understand and grasp the real situation of each department and each post.
The fourth is to further increase the management of examinations and training, and improve transparency. It is recommended that the Municipal Personnel Bureau regularly disclose the standards of the training fees, the basis of the collection and the whereabouts of the fees, which are relevant to the relevant units, and disclose them to the society through media channels such as newspapers and television.
The fifth is to further strengthen coordination and communication work. In terms of external coordination, the relevant units of personnel work are regularly communicated and coordinated through convening contact meetings to reduce conflicts and improve efficiency. In internal coordination, in charge of leadership for long-term failure to participate in work due to objective reasons, it is necessary to make timely adjustments and arrangements to ensure the normal development of the work.
2. The personal work recommendation of the Municipal Personnel Director is to further mobilize the enthusiasm of the team members and all cadres and workers. While paying attention to the individual's hard work, it is necessary to fully mobilize the enthusiasm of other team members, to give full play to the advantages of the leaders in familiarizing with the business, and to give full play to the cohesiveness and combat effectiveness of the leadership team as a whole. Further integrate existing talent resources to provide more space for cadres and workers to display their talents.
Please review the above report.
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