What is the process of introducing talents in Guangzhou?

Legal analysis: Guangzhou adopts the whole process of network management and public declaration of imported talents. Applicants can declare and inquire about the audit progress and results through computers or mobile terminals (mobile terminals). Inform the applicant of the audit results through system push and SMS notification, and no paper Guangzhou household registration information card will be issued. The materials uploaded by the applicant in the declaration system must be a scanned copy of the original color, and the contents of the scanned copy must be complete and clearly visible. Applicants under the following circumstances need to go to the foreign service window of the city and district to conduct on-site verification of the original materials:

1, untrustworthy personnel in the relevant directories of national, provincial and municipal social credit systems;

2 auditors have doubts about the materials uploaded on the Internet and think it is necessary to verify the original;

3, the audit department found problems in random sampling personnel.

(two) the following personnel need to use the total control index for household registration. All districts, industry departments and employers put forward the demand for total control indicators according to the scale of introduction every year, and the municipal development and reform department makes overall arrangements for household registration indicators in the annual population plan.

1, an innovative and entrepreneurial talent with outstanding ability and contribution, which is evaluated by market-oriented methods such as salary and investment and recognized by relevant departments.

2, due to the overall relocation of the employer, project construction and other reasons, it is really necessary to move the household registration into our city, with the consent of the provincial and municipal governments, clearly give the introduction of personnel.

3. Personnel with special needs introduced by provincial and central employers in Guangzhou.

4. Senior and middle managers and technical backbones of enterprises, project units, social organizations and other employers supported by Guangzhou are in urgent need of talents.

5. Guangzhou state organs and institutions introduce special personnel.

Legal basis: Article 12 of the Measures for Promoting Priority Development of Talents has improved the incentive mechanism for talents. Establish a county-level talent selection mechanism, select a group of county-level talents every three years, and give a reward of1-30,000 yuan; Build a network of talent liaison officers in key enterprises, select a group of outstanding enterprise liaison officers in a timely manner, and give each person a reward of 1000 -2000 yuan; Rolling selection of a number of talent work contact points, for the demonstration points confirmed by the county talent work leading group with perfect construction and good activities, the corresponding enterprises and institutions will allocate 2-65438+ 10,000 yuan of financial subsidies at different levels to carry out related talent activities. Establish a reward mechanism for recommended talents, and award 654.38+10,000 yuan, 50,000 yuan and 20,000 yuan to the high-level talents recommended by the employer and successfully introduced by the employer into the national "Thousand Talents Program" and the provincial "Hundred Talents Program". Improve the talent evaluation mechanism, improve the implementation methods of introducing high-level talents in the city, and regard salary as one of the basis for identifying the introduction of high-level talents in the city, which meets the requirement that the annual salary paid by the employer is 6 times or 5 times higher than the average salary of employees in urban units in Zhangzhou City last year (with the personal income tax payment certificate), and can declare the fourth and fifth types of high-level talents at the city level and enjoy relevant policy treatment except housing subsidies. Promote the orderly flow of talents and encourage qualified key enterprises and university researchers to "two-way attachment" activities. Gradually implement the system of "every promotion must be mentioned", and take grassroots service experience, contribution and performance as an important assessment index for professional title evaluation; Encourage the flow of talents to the grassroots and poor areas. For senior and deputy senior professional and technical personnel who have served in mountainous villages and towns for five years (education is outside the urban control area, health is the on-the-job personnel of township hospitals), the service life is calculated according to the date of obtaining the corresponding title, and a one-time living allowance of 30,000 yuan and 20,000 yuan is given. Those who have already enjoyed the living allowance and living allowance will no longer enjoy it.