Department of Personnel

I.    Vision and Goals

Our vision is to establish a service-oriented and competitive municipal team.

II.    Key Achievements

Assist agencies in optimizing workforce utilization, boosting employee morale, and cultivating a supportive and inclusive workplace environment.

III.    Administrative Focus

1.    To support municipal operational needs, organizational regulations will be revised to align organizational structures with the requirements of urban development. This effort will improve the efficiency of personnel allocation across agencies, ensure a rational distribution of budgeted positions, and help maintain an optimal workforce size.

2.    Optimize the core professional competencies of HR personnel by selecting and enrolling them in specialized courses on professional expertise and management skills, and organizing training on personnel regulations and policy implementation.

3.    Handle appointments, dismissals, and transfers, and implement a merit-based hiring policy. Review rotational transfer periods and strengthen job rotation programs, while also enhancing professional experience and continuing to employ individuals with disabilities and indigenous peoples in accordance with regulations.

4.    Arrange short-term overseas study tours and on-site visits for civil servants to gain international insights, innovate new ideas, and explore emerging practices, before translating them into actionable policies and plans.

5.    Select and recognize exemplary civil servants, outstanding young employees, and exceptional workers, making full use of relevant personnel regulations and reward measures to provide timely recognition for excellent performance.

6.    Implementing the government’s regulations for handling sexual harassment cases and the prevention and grievance procedures for workplace bullying. Proactively prevent the occurrence of sexual harassment and workplace bullying within all subordinate agencies, institutions, and schools.

7.    Launch Employee Assistance Program 2.0 to assist staff in navigating personal or professional challenges that may impact work performance. Develop diverse care initiatives tailored to the specific needs of different groups, and provide organizational support to address systemic issues that could affect agency operations.

8.    Adhere to legal salary guidelines, ensuring accurate compensation and benefits for employees in accordance with regulations, and ensure proper processing of payment distribution. To care for retired employees and surviving family members, all agencies and schools shall verify and provide retirement benefits, survivor relief, and lump-sum or annual pensions in accordance with regulations while maintaining the correctness and completeness of related records.

9.    Provide high-quality, affordable, one-stop childcare services, expand the facilities of staff kindergartens and infant childcare centers to increase enrollment capacity, and foster a happy work environment. At the same time, organize diverse recreational and family-oriented activities to relieve work stress, broaden social circles, and enhance family interactions.

10.    Optimize the functionality of core personnel business information systems and establish comprehensive backup mechanisms to enhance management efficiency and security. Use the information knowledge system to expand digital HR applications, ensuring real-time service delivery that effectively responds to staff needs.