Personnel Director's report on debriefing

Since I was the party secretary and director of the Personnel Bureau in May 2003, under the supervision of the county party committee and the county government and the supervision of the county people's congress, I have adhered to the important thinking of the "three represents" and the spirit of the 16th Party Congress. Focusing on the requirements of "people-oriented, overall development", we thoroughly implemented the scientific development concept, vigorously organized and implemented the strategy of "strengthening the county with talents", and earnestly strengthened the building of the party's work style and clean government, and achieved good results. The summary report on the duties of responsible duties and the building of a clean and honest government since the appointment of the post is as follows:
First, the main achievements of talent and personnel work
1. The overall development of talent resources has made substantial progress and vigorously implemented the strategy of “Talent Talents County” to comprehensively promote the comprehensive development of human resources, and the overall environment of talent work has been further optimized. The first is to optimize the soft environment of talents and increase the talents to attract intelligence. Efforts will be made to implement the preferential policies for talents, and preferential policies will be given to the transfer of household registration, the enrollment of children, the evaluation of professional titles, social security, and archives reconstruction. Intensify the introduction of talents, actively organize enterprises and institutions to go to Wenzhou, Hangzhou, Shanghai, Xi'an, Wuhan and other places to recruit talents. In the past two years, we have introduced 1,128 talents from other provinces and cities, including 21 doctoral and master students. There are 794 undergraduates and 227 middle and senior titles, which effectively alleviated the shortage of talents in our county. Second, the construction of online talent market has begun to take shape. The Pingyang Talent Network was re-released, and the first online talent exchange meeting in 2004 was successfully held. More than 220 enterprises and enterprises in the county registered and entered the market, and more than 1,500 jobs were launched, and 800 recruitment intentions were reached. The third is to strengthen the construction of the "high-level talent information base". Comprehensively and accurately grasp the situation of the high-level talents of Pingyang County working in our county and outside the county in terms of geographical, industry and professional distribution. The "Advanced Talent Information Base" has now collected more than 400 senior talent information, including 39 masters. There are 85 doctors and 58 deputy senior titles, which provide valuable information resources for the county employers. The fourth is to do a good job in personnel agency for college graduates and expand the talent leasing business. In the past two years, there have been 1,246 personnel personnel in colleges and universities, including 345 undergraduates, 840 junior colleges, and 61 secondary school graduates. The Pingyang County Talent Company was registered and the personnel agency and dispatch lease for the temporary workers in 31 townships and 57 departments of our county were first implemented and received good results. The fifth is to actively carry out talent training and education. The Bureau of Talent Exchange and the County Vocational Education Center jointly recruited more than 1,220 distance education students from the Network School of Southwest Normal University, and jointly recruited more than 180 distance education students from Jilin University. More than 90 professional technicians were organized in three phases to carry out computer application. Ability knowledge training.
2. People-oriented, overall planning and consideration, and promote the all-round development of personnel work. We must start with the basic work, constantly innovate the working mechanism, expand the service field, and find new entry points and breakthroughs in personnel work, so that all work can be coordinated and developed. First, strengthen the capacity building of civil servants and focus on cultivating high-quality civil servants. In 2003 and 2004, a total of 58 public security people's police officers and 17 civil servants of the party and government organs were recruited from social workers and graduates of colleges and universities, and the registration of the 2005 national civil service examination was successfully completed. In the past two years, 13 civil service update training courses have been held to train 1,650 civil servants. Through the unified TV lectures in the province, 2,700 civil servants in the county were trained in the Administrative Licensing Law, and the province's unified time, unified examination room arrangements, and unified proposition tests were implemented. In conjunction with the "efficiency revolution" activities, we will promote the performance management of civil servants, combine performance appraisal with work target assessment, party style and clean government responsibility system assessment, leading cadres' debriefing, and civil servant annual assessment, etc., through organizational evaluation, social appraisal and unannounced visits. And other means to implement effective management and scientific assessment of government cadres. The second is to innovate the management mechanism of the institution and continuously enhance the vitality of the institution. Adhere to the principle of "openness, fairness, equality, and merit-based", and fully implement the "everything must be tested" system and the system of increasing personnel planning cards for public institutions. In the past two years, a total of 256 personnel from various institutions have been recruited. Efforts were made to promote the reform of job title evaluation and recruitment, gradually implement separation of evaluation and employment, establish a registration system for appointment management, implement dynamic management, and promote the standardization of post-employment management. The third is to strictly manage the organization and actively prepare for the preparatory work of the staff of the public institutions. The system of meeting committees was perfected, the collective research system for institutional approval was further rigorous, and the daily management regulations for the establishment of institutions were issued to effectively control the growth of personnel in public institutions. The legal person registration and annual inspection system of public institutions have been improved, and the management of the organization's preparation work has been intensified. Actively build a database of institutional compilers for institutions, and do a good job in re-programming the education system and other units in our county.
3. Strict employment management system to comprehensively clean up temporary workers. Since March 2004, under the correct leadership of the county party committee and the county government, and with the active cooperation of the townships and departments concerned, the bureau has taken the lead in organizing and organizing more than 2,600 temporary workers in 31 townships and over 70 departments of the county. A comprehensive cleanup. During the clean-up process, the bureau organized personnel to go deep into the grassroots investigation and research, formulate policies and measures, and successively issued 4 relevant archives; actively promoted and launched, created a strong momentum, and published more than 4,000 copies of the 8th issue of the "Newsletter"; strengthened guidance, supervision and Coordinated work, seriously handled petitions, protests and other issues, accepted one case of personnel dispute arbitration, and received two interviews with TV media. Up to now, after the approval of the temporary cleanup work by the three batches of small components of the county leadership, 31 townships and 57 government departments in the county have basically completed the clean-up tasks, totaling 1,685 temporary workers, and the clearance rate is 61%. . In order to standardize the management of temporary workers in the future, the Measures for the Administration of Temporary Workers were also formulated.
4. Salary and welfare, retirement management, rewards and punishments, and assessment work. We will conscientiously do a good job in wages, fundraising, and daily management, and do a good job in the management, service, and rewards and punishments of retired cadres.
Second, conscientiously implement the responsibility system for party style and clean government construction
1. Lead by example and do a good job in building a clean government. Since taking office, I have earnestly studied the spirit of the party's style and clean government in accordance with the requirements, participated in various educational activities of party style and clean government, and strived to improve my sense of integrity and self-discipline. Strictly follow the relevant provisions of the party's work style and clean government construction to standardize their own behaviors, conscientiously fulfill the "several guidelines for the clean and honest administration of party members and leading cadres" and "Several regulations on the implementation of saving and pursuing extravagance and waste", keep a clear head and keep the alarm bells ringing. Correctly exercise the powers conferred by the party and the people, bear in mind the purpose of the party, do practical things for the people, do good deeds, and strive to be a qualified "public servant of the people", and influence the behavior of party members and cadres with their own actions of honesty, self-discipline, and self-discipline. To drive the construction of the entire team.
2. Grasp the implementation of the party's style and clean government responsibility system. According to the requirements of the county party committee and the county disciplinary committee, combined with the personnel and personnel work, earnestly implement the party style and clean government responsibility system, formulate work plans, clarify the work priorities, implement responsibility at all levels, and pay close attention to implementation.
3. Grasp the construction of the party style and clean government system. Establish and improve the theoretical study system of party style and clean government construction. The party members and cadres of the bureau concentrate on the party class four times a year, and the bureau leadership class learns twice a year; adhere to the democratic centralized system and further improve the discussion system. The system stipulates that the implementation of the superior line, guidelines, policies, personnel allocation, and large sums of funds must adhere to the collective research and decision of the leadership team; adhere to the democratic life meeting system, convene a democratic life meeting on time, and seriously participate in the branch democratic life meeting and branch meeting. Further improve the system of official reception, bus use management, financial management, etc., strictly manage, and do a good job in the implementation of party style and clean government.

III. Existing problems Since the appointment, with the correct leadership of the county party committee and the county government and the strong support of all walks of life, I have led all party members and cadres to achieve better results. At the same time, we are soberly aware of the current problems and deficiencies, mainly Yes: The total number of talents in our county is still insufficient, the structural contradiction of the talent team is more prominent, the overall quality needs to be further strengthened; the talent introduction is not enough, the flexible introduction of talents, the development mechanism is not perfect, and the talent entrepreneurial environment needs further optimization. After the institutional reform, the relationship between some departments has not been straightened out; the institutions are seriously over-compiled, and the reform of public institutions needs to be further deepened; the construction of the ideological and work style of the personnel departments needs to be further strengthened, and so on. These issues must be taken seriously in the future work, carefully studied and effectively solved.
January 20, 2005