[Gansu Jinchang] Examination and approval of the filing power to decent

The Jinchang Human Resources and Social Affairs Bureau continues to promote the reform of the personnel management uniforms of public institutions, and strives to solve the obstacles of the personnel management system and mechanism of the public institution, resolve the contradiction between employment of posts, and actively solve the "blocking point" and "difficult point" problem that plagues the development of public institutions and the construction of talent teams. , Write three articles in decentralization, management, and service, the quality and efficiency of personnel management services have been significantly improved.

In order to strengthen the construction of medical and health and education talent teams, the city has fully decentralized the introduction of the sanitation and education system talents, simplifying talent introduction procedures, innovating management models, and fully implementing the "commitment+filing" system, fully mobilizing the enthusiasm of the employer, realizing the realization "Whoever uses people, who inspects, who introduces it." At the same time, the rights of the post settings and employment of the public institutions will be set up by the public institutions, and the public institutions will independently formulate the job setting plan, independently identify the position level, and select the preferential employment personnel to realize the "who employers and who hires" to effectively improve the personnel management vitality of the employer.

The Municipal Human Resources and Social Affairs Bureau continues to optimize the processing process, and uniformly changed the application methods of public institutions, personnel employment, annual assessment, and departure entrepreneurship from the approval system to the filing system. , Integrated services, significantly compress the processing time, effectively improve the efficiency of work, and run at most once, to maximize the enthusiasm of talent officers to entrepreneurship. At the same time, actively build a personnel management and service platform for public institutions, carry out the training of personnel management policies for public institutions in the city, strengthen guidance and services such as job settings and personnel employment, to ensure that the reform policies of public personnel management management have been implemented.

Strictly implement the management policy of public institutions, establish a "green channel" for talent introduction, cultivation, and use of "green channels". Class A and B talents of the card, Class C talent in the management post concurrently served as professional and technical positions, and the single -column management talents of professional and technical positions of special talents in the provincial special talents. Public institutions with high levels of senior positions accounted for less than 10%, up to 10%, and other public institutions increased by up to 5%on the existing basis. If you work for more than 30 years of work, the senior titles are not limited by the proportion of the position of the unit, and the corresponding positions are directly hired to effectively ensure that grass -roots talents can be retained and used well.

Reporter: Li Feng

Edit: Yu chrysanthemum

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