Summary of personnel work

Summary of personnel work

  In XX, our Personnel Section, with the correct leadership of the office leadership and the strong support of colleagues from various departments, we worked hard, worked diligently, did a lot of work, achieved certain results, and completed our work tasks. as follows:

First, do a good job in learning and education.

1. Organize participation in learning activities attended by colleagues.

2. Organize all colleagues in the office to study. A series of learning activities, such as “Creating the First to Fight for Excellence” and “Creating a Learning Party Organization”, were organized by our department to establish a learning system every Friday. And ask to write your own experience.

Second, do a good job in personnel work. The reform of the personnel system is a major measure of our unit in the second half of the year. According to the deployment of the superiors, our Personnel Section began to prepare for the reform of the personnel system in XX. In order to complete this personnel system reform well under the leadership. We began to draft various job descriptions, qualifications for each position, and institutional staffing programs. From the program operation of the personnel system reform, we follow the requirements of the superiors and learn the training. This year, the organization has set more practical reform plans. He also organized and studied the relevant archives of the personnel system reform, and gave detailed explanations on various reform methods. In order to achieve the purpose of reform and fully mobilize the enthusiasm of everyone's work and study, we grasp the two key points of reform: first, the implementation of the full employment system, and second, the formulation of a reasonable internal distribution plan. In order to fully reflect democracy, we consulted each colleague and ordered an employment contract.

Third, do a good job in party building.

1. This month, we carried out a strict political review of the probationary party members and passed the vote of the party committee to develop into a formal party member, injecting fresh blood into the party organization.

2. Strengthen the study of political theory and put ideological and political work in an important position. This year, our party convened the Fifth Plenary Session of the xxth session. Our colleagues in the personnel department of the Personnel Section collectively learned the spirit of the relevant meeting, and publicized the experience of each employee.

Fourth, do a good job in personnel service work

1. In accordance with the policy, the professional and technical personnel who work for the employees in a timely manner are promoted to the professional title and the salary is increased.

2. Seriously do a good job in the management of personnel files of the employees, and timely archive the archives of the employees.

3. Our department strictly grasps the work of family planning, and is rated as an advanced unit by the Peking University Party Working Committee.

4. Continuously improve the personnel information of cadres and workers, and standardize and informatize the management of personnel records of cadres and workers.

5, 2XX years 2 work ideas

In 2019, the Department of Political Science and Technology will work closely around the office center to effectively improve the style of the organization, optimize the allocation of human resources, and improve execution. Do the following three things: First, strengthen learning. Learn about relevant laws and regulations and business knowledge. The second is to enhance service awareness. Enthusiasm for the staff of the agency to do a good job, be a good person. The third is to improve execution. In the future work, exercise more, think more, do your due diligence, and be a good "big insider".

Summary of personnel work

20xx is the first year since my official operation. In the past year, under the correct leadership and command of the leadership, we have worked hard, overcome difficulties, selfless dedication, and spared no effort to complete the various tasks handed over to us by our superiors. task.

With the further development of my work on the establishment of chapters, the People's Education Department has also improved various rules and regulations. Under the guidance of the leaders of Taiwan, under the guidance of the Center for Personnel Education, the People's Education Section successfully completed the personnel system reform work, job title evaluation work, secretarial work, etc. The finishing work of the infrastructure files is nearing completion and waiting for acceptance. The work of the year is now reported as follows:

1. Personnel system reform work

The personnel system reform is a major measure of the monitoring center in the first half of this year. According to the deployment of the center, I started the preparatory work for the personnel system reform since January 20xx. The Personnel Education Division is responsible for the specific work of the reform of the personnel system.

In order to complete this personnel system reform well, in mid-January, under the leadership of us, we began to draft various departments' assessment system, job description, qualifications for each position, institutional staffing, bonus distribution, etc., and the original part. The rules and regulations have been revised.

From the operational procedures of the personnel system reform, we follow the requirements of the center and refer to the brother's reform plan to formulate practical reform plans. In order to enable cadres and workers to correctly understand the necessity and significance of the reform of the personnel system, the People’s Education Organization has studied the relevant files of the personnel system reform, and detailed the monitoring center and various rules and regulations, bonus distribution methods, and percentage system assessment methods. Explain the ground. The Interim Measures for the Elimination of Cadres was Eliminated, and the Interim Measures for the Administration of the Introduction of High-level Talents in China Agricultural University was revised. The new "Measures" have also raised the "threshold" of introducing talents while improving the treatment of imported talents. In accordance with the new "Measures", a high-level talent review committee composed of school leaders, academicians, experts, and heads of functional departments of the colleges and institutions was established. It makes the review and evaluation of high-level talents in schools more scientific, reasonable and democratic, and better plays the role of academic committees at all levels of the school.

In the past four years, the school has approved the introduction of “Thousand Talents Program” with 4 candidates and 56 high-level talents. Of the 34 people who actually applied for admission, the total amount of contractual funds for the introduction of talents was 25.55 million. Most of them have played an active role in their teaching and research work, and have become the leading figures and backbone of our school's teaching and research. In addition, the mid-term and expiration assessment system for the introduction of talents has been improved and strengthened, and outstanding personnel have been rewarded, and unqualified personnel are not re-employed.

In the work of introducing intelligence, the “Interim Measures for the Appointment of Honorary Professors and Part-time Professors of China Agricultural University” was revised, and the “Rules for the Implementation of the Post Allowance for Foreign Part-time Professors of China Agricultural University” was formulated, so that the honorary professors and part-time professors of our school were appointed. The work is more standardized and refined. At present, our school has a total of 189 part-time professors.

3, excellent in the selection of excellent, do a good job of all kinds of personnel

The school attaches great importance to the recruitment and recruitment of the team. Based on the principle of “capacity control, optimal structure, openness and fairness, and lack of indiscriminate use”, the school prioritizes the teaching and research personnel who are in urgent need of high-level, high-education, key disciplines and emerging disciplines. Intensify efforts to supplement teaching aids and management personnel.

In the past four years, there have been 243 new school enrollment personnel, according to the source categories: 36 returnees, 42 post-doctoral staff, 24 ordinary transferees, and 141 new graduates. According to the degree: 215 people, accounting for 88.5%; masters and below 28, accounting for 11.5%. According to the supplementary categories: 209 people entered the teaching and research position, accounting for 86%; 12 people entered the teaching assistant position, accounting for 5%; 22 people entered the management position, accounting for 9%.

4. Actively create conditions and do a good job in postdoctoral work

The post-doctoral system is an important way to create top-notch talents, and post-doctoral personnel have become a new force in school teaching and research. At present, there are 156 post-doctors in the station, an increase of 32 percentage points from 105 in 2006. In 2019, a post-doctoral research station for management science and engineering was successfully added. Up to now, there are 12 post-doctoral research stations in our school. At the same time, the "China Agricultural University Postdoctoral Management Regulations" was formulated, and post-doctoral researchers were actively supported to apply for various fund projects, and post-doctoral personnel were formally incorporated into the in-service teacher evaluation system, and rewards were given to those who performed well.

Second, integrate resources, create conditions, and strengthen the training and selection of the teaching staff

The construction of the talent team must adhere to the principle of equal emphasis on introduction and training. Pay attention to the relationship between talent introduction and training. On the one hand, introduce high-level talents to supplement the teaching staff, pay attention to the further training and improvement of existing talents, mobilize the enthusiasm and creativity of all kinds of personnel, reduce the loss of talents, and effectively improve the overall quality of existing personnel. And ability to maintain the sustainable development of the teaching staff.

1. Integrate resources and build a training system

In combination with the school's "985 Project" and "211 Project" talent team construction project, with the orientation of first-class disciplines, we will focus on the school development plan, integrate resources, and improve the team training system, especially the training of the teaching staff. Recommend and select high-level talents and various talent projects; increase the intensity of young teachers to study abroad, especially young teachers around 35 years old; adhere to the pre-service pre-service training system; do a good academic leave for teachers. From the aspects of adaptive training and improved sexual training, a relatively complete training system will be formed. In the past four years, nearly 1,000 people have been trained.

2. Actively strive to do expert selection and recommendation work

First-class universities must have first-class masters, and the cultivation and selection of high-level talents is crucial. In the past four years, we have earnestly done a good job in the selection and recommendation of all kinds of talents. Under the joint efforts of all parties, we have achieved gratifying results through the projects recommended by the Personnel Department: 2 academicians of the two academies; 4 people of the "Thousand Talents Project" There are 7 special professors of Changjiang Scholars and 4 lecture professors; 8 national-level candidates for the new century talent project; 2 Chinese youth science and technology awards; 14 outstanding teachers awards of Baosteel Education Fund; 11 special government allowances for the State Council; There are 1 outstanding national teachers, 6 outstanding teachers in Beijing, and 2 outstanding educators in Beijing.

3, to point to the face, and effectively grasp the growth of young teachers

The training of young and middle-aged teachers is the guarantee for the sustainable development of the teaching staff; comprehensively improving the ability of young teachers is of great significance to improving the overall level and internationalization of the teaching staff, and is the key to building a world-class agricultural university. Since 2008, the school has shifted its focus from the previous college project, the all-round training model to the school unified project, highlighting the key models, focusing on the training of young teachers around the age of 35, and improving their academic level and international perspective. Formulate the “Implementation Measures for the Growth Project for Young Teachers of China Agricultural University”; the school will provide special funds to support young teachers for further study at home and abroad. In 2019, it was the first year of the implementation of the growth project for young teachers. A total of 19 young graduates were selected to study abroad. The school sponsored 36 foreign projects, 5 domestic visiting scholars, and 6 senior training programs of the Ministry of Education.

Strengthen the pre-job training work, and include the new teacher welcome meeting, the Quzhou test station study, the visit to the school history museum, the field development training, the teaching test and assessment, etc., and incorporate the content of the teacher's morality construction. In the pre-job training stage, the young teachers who entered the school not only understood the professional requirements of the teachers, but also understood the history and traditions of the University of Agriculture, recognized and passed on the spirit of the Agricultural University, and received very good results.

Continue to implement the academic leave system, and approved more than 40 people for academic leave in the past four years.

Third, improve the system construction, guarantee the combination of incentives, optimize the environment for talent growth

1. System construction

The construction of the talent team must be guaranteed by a sound policy system. In combination with the work, we will take the system construction as the starting point, improve the various rules and regulations, form an institutional system, and provide guarantees for the rule of law and the system. In recent years, the revised Interim Measures for the Establishment and Management of Professional and Technical Posts of China Agricultural University, the Regulations on Postdoctoral Management of China Agricultural University, and the Annual Assessment Method for Faculty and Staff of China Agricultural University, and the Honorary Professor and Part-time Professor of China Agricultural University Management Measures, “Implementation Rules for the Management of Non-business Compilation Personnel of China Agricultural University”, “Regulations on Personnel Allocation of China Agricultural University”, “Interim Measures for the Introduction and Management of High-level Talents of China Agricultural University”, and “The Growth Project of Young Teachers of China Agricultural University” There are 19 rules and regulations such as the “Implementation Measures”, “Interim Measures for the Awards of Faculty and Staff of China Agricultural University” and “Interim Measures for the Management of Staff and Workers in China Agricultural University, and the Management of Staff and Workers, Performance and Wages”. In the revision and improvement, it provides scientific institutional guarantee for the construction of talent team from the aspects of recruitment, training, evaluation, treatment and structure.

2. Annual assessment

Improve the assessment system and pay attention to the effectiveness of the assessment. Revising the assessment method and diluting the annual assessment is only a realistic debriefing. The college puts forward the requirements for teachers' annual teaching workload and scientific research results. To create a relaxed environment for teachers, let teachers eliminate interference, study hard, and prevent distracting from coping with annual annual assessments. Improve the openness of the annual assessment. The public assessment form is publicized, emphasizing the professor's “dry performance”, and I confirm the assessment results.

3. Promotion and appointment

Through professional and technical job promotion, staff promotion, technical workers examination and other daily work, improve team level and optimize team structure. In the past four years, a total of 492 professional and technical personnel have been promoted, including 119 people in Zhenggao, 293 in the sub-high, and 80 in the middle and below. A total of 202 education staff members were promoted, including 36 at the fourth level, 66 at the fifth level, and 100 at the sixth level and below. A total of 2 technical workers were organized and promoted to 62 people, including 5 senior technicians, 34 technicians, senior workers and 23 below.

4. Reform of the distribution system

In accordance with the spirit of the state's archives, since July 1, 2006, public institutions have entered a new post performance pay system. The Personnel Department reviewed the archives tens of thousands of times, checked the archives information of more than 2,800 active employees and more than 2,100 retired employees, and supplemented more than 4,500 individual file salary approval forms, and conducted multiple calculations for the entire school staff to make the income of our school. The implementation plan for the reform of the distribution system provides an important basis.

In accordance with the overall reform ideas of “synchronous consideration, step-by-step implementation, institutional integration, and gradual in place”, the first step has been successfully completed in 2007. Among them, 2,798 active employees, reissued 7.29 million yuan, monthly capital increase of 1.22 million yuan; 2156 retired employees, reissued 7.04 million yuan, monthly capital increase of 880,000 yuan.

At present, it is actively researching and studying the relevant regulations for formulating performance pay.

5. Non-business staff management and social security work

At present, the employer system of the school is diversified. Therefore, the “Regulations on the Management of Non-business Compilation Personnel of China Agricultural University” was formulated, and the provisions for the job management of non-business preparation hiring personnel, the employment procedures and the remuneration of hiring personnel were carried out. Refined. A database of non-business compilers was established and established. At the end of 2019, there were 1,778 non-business establishments, including 54 full-time mobile posts, 47 full-time counselors, 130 research assistants, 645 departmental departments, and 902 logistics systems.

In accordance with the regulations, sign labor contracts for non-business staff and standardize social insurance participation. In 2019, a total of 4 insurance types, 12 types of projects, and 7046 person-times of social insurance business were completed. The online insurance declaration business was opened, and the information collection of social insurance personnel was completed more than 300 times. The social insurance payment salary base was approved for the whole school staff and non-business staff.

6, professional and technical job grading

According to the archives spirit of the State and the Ministry of Education, combined with the actual situation of our school, on the basis of extensive research, we will formulate a plan for the classification of professional and technical posts in our school; and actively and steadily promote the establishment and management of professional and technical posts. In 2007, a total of 1915 people were employed in the classification of professional and technical positions, of which 9 were senior high-level, 47 were high-level, 120 were high-level, 120 were high-ranking, 269 were high-ranking, 117 were vice-high, and 234 were vice-high. 488 people in the third grade; 631 in the middle and below.

7. Other related work

In the past four years, I have also worked hard to do other daily and other related work. Including the salary management of the employees, the retired affairs, the experts from the western region, the organization and management, the department-level and department-level positions, the support and management of the cadres, and the separation of the husband and wife. Transfer, approval of overseas personnel, Beijing science and technology star training, undergraduate teaching assessment, historical issues, labor disputes, talent exchange centers, etc.

In addition, it pays attention to the team building of the Personnel Department, adheres to the weekly regular meeting system, discusses the work, and organizes activities through the personnel branch of the Personnel Department and the trade union group to ensure that the team of the Personnel Department is united, pragmatic, efficient, motivated and enjoyable. At the same time, it has strengthened the basic work of personnel, including personnel database, annual report of talents and personnel, daily data reports, various documents, etc., making personnel work more efficient, accurate and fast.

Strengthened communication and communication with the Ministry of Education and the brothers and universities to keep abreast of the spirit of the higher authorities and other colleges and universities.

Fourth, the direction of efforts

In order to better accomplish the above work, I insisted on asking myself according to the conditions of appointment. On the one hand, I carefully studied political theory, applied Marxist positions, viewpoints, and methods to analyze and solve practical problems. On the other hand, I worked hard to learn the principles of the party. Policies, especially those related to personnel work. Seriously investigate and study, tell the truth, do practical things, and seek practical results. The work in the past four years has made me realize that doing a good job in personnel work requires not only investing, but also mastering policies, learning ways to deal with people, and having great patience, because personnel work is faced with different situations. Individuals, it is not easy to make everyone satisfied. I have been working hard in this direction, but there are always people who are not satisfied, because some things are really difficult to solve, especially some problems left over from history that have not been solved for many years. I can only patiently explain and persuade.

Therefore, in the face of such a position, especially in the context of vigorously promoting people-oriented and creating a harmonious society, I still need to continue to learn, improve my own policy level, management ability and service awareness, so that I have higher organizational skills and professional knowledge. Come to work. In the work, I also pay attention to strict requirements, and take the lead in model. As the director, it is the responsibility of the comrades to unite the comrades in the whole place. Everyone cares and works with each other, and works happily together and works overtime together. Unity can improve work efficiency and work in a happy mood. Therefore, my colleagues and I have been working hard to create a united, cooperative, and pleasant working atmosphere, so that everyone in them can work happily.

It is further strengthened in the following aspects: 1. To handle the relationship between key work, daily work, and temporary work, we should enhance the planning of work, arrange time properly, and focus on it; 2. Strengthen study and research, study. The various files and policies of the higher level, learn the experience of the brothers and universities, go deep into the grassroots investigation and study, and seriously carry out the research on personnel work; 3. Adhere to the principle of people-oriented, harmonious campus, and do more for the remaining problems and difficult problems over the years. Patiently and meticulously explain work and ideological work; 4. Work in the school level, but also take into account the reality and difficulties of the grassroots units, rationally deploy the work, and pay attention to the efficiency and results of the work.

In short, in accordance with the requirements of "standardized, orderly, enthusiastic, proactive, pragmatic and efficient", we will strengthen the construction of personnel work style, achieve fine, standardized and all-round services, and build a good soft platform for the growth of teachers. Give play to the role of think tanks, aim at achieving the strategic development of the school and provide strong support for the correct decision-making of the school.