Beijing blue-collar salary implements the "new eight-level" job performance salary——
High-skilled talents can be paid as much as senior executives
Our reporter Lai Zhikai
On the eve of the Spring Festival, Zhang Haijun, an electric welder at the High-Pressure Pipe Network Branch of Beijing Gas Group Corporation, was particularly happy with two things.
One of them is to learn the amount of year-end bonus, his annual income is comparable to that of the leader.
Another thing is that Beijing recently issued the "Opinions on Doing a Good Job in Compensation and Incentive Work for Skilled Talents" (trial), through the implementation of the "new eight-level" job performance salary system, supporting policies such as career penetration and synchronous adjustment of salary and benefits, to promote Skilled talents get a "double promotion" of skills and treatment.
"Skilled talents have really caught up with the good time." Zhang Haijun said with emotion.
"New Grade 8 Workers" have great potential
Zhang Haijun, a senior technician and the first "Beijing Master Craftsman", has become a "unique" in Beijing's "Beijing " The Golden Gunner".
The company he works for is one of the first pilot units for compensation incentives for skilled talents in Beijing.
In order to highlight the recognition and respect for technical talents and skilled talents, the company constantly innovates and strengthens the distribution model of "combining performance and ability", and builds a broadband compensation system with vertical and horizontal grading for front-line employees.
"It is divided into grades one to eight vertically, and nine salary grades horizontally, including apprentice, junior, middle, high, and expert." Du Yanfeng, chairman of the labor union of Beijing Gas Group Corporation, said that this is in line with the implementation of the "new eight grades" proposed in the "Opinions". "The job performance pay system is similar.
The "Opinions" propose that enterprises can explore the establishment of a "new eight-level" job performance wage system for apprentices, apprentices, junior workers, intermediate workers, senior workers, technicians, senior technicians, and special-grade technicians, or design other performance-based salary systems that reflect the distribution of skills. The more laborers get more, the more skilled people get more”-oriented compensation incentives.
Key technical positions, key processes and urgently needed skilled personnel can be distributed through negotiated wages, project wage systems, and annual wage systems.
Du Yanfeng introduced that by optimizing the income distribution structure, the gas group company specially set up "technical skills allowances", and designed the distribution standards for technicians and intermediate titles, senior technicians and deputy senior titles.
The company specially formulated the "High-skilled Leading Talents Appointment and Incentive Program" (trial), established a high-skilled leading talent evaluation and employment leading group and a high-skilled leading talent evaluation and employment working group, and passed the "basic-level recommendation application + group evaluation and approval + grassroots appointment" ” recruitment process to recruit high-skilled leading talents.
"The company encourages skilled talents to participate in various vocational skills competitions at all levels through measures such as bonuses, training opportunities, bonus points for salary promotion, and honorary titles, and takes vocational skills competitions as a high-quality platform for employee skills improvement and skilled talent training." Du Yanfeng said.
High-skilled talent "bullish"
The "Opinions" make it clear that enterprises can refer to high-skilled talents who have made outstanding contributions to the economic and social development of the country and the city, have superb technical skills and first-class performance levels, have won the corresponding honorary awards stipulated by the state, and have long adhered to the front-line positions of production and service. Senior management personnel standards, determine the salary standards for high-skilled talents, explore the implementation of the annual salary system, or the agreement salary system, special special rewards, equity incentives, post dividends, excess profit sharing, project salary system and other incentive methods.
At the same time, it connects the career development channel of skilled talents and management talents.
The growth channel of skilled talents in the skill operation category can be equal to the salary and treatment of the department's full-time position, the branch factory manager, and the branch's full-time position.
Those who meet the selection and employment conditions can be transferred to management positions after normal selection procedures.
Beijing Benz Automobile Co., Ltd. is also one of the first pilot units in Beijing for salary incentives for skilled talents.
Zhao Yu, vice chairman of the company's labor union, chief technician and senior technician, has benefited from the relevant policies.
In 1988, Zhao Yu joined Beijing Jeep Automobile Co., Ltd. and became a fitter.
In 2005, Beijing Jeep "transformed" Beijing Benz, and the production and assembly technology of luxury car brands was introduced into China.
Zhao Yu studied the principle of automobile structure and maintenance knowledge in the work space, and soon grew from an ordinary assembler to a senior automobile maintenance technician, and became the only blue-collar technical worker in the company to be awarded the title of "chief".
"Our company implements a salary system based on the principle of '3P', namely Position, Personal Ability, and Performance. The salary of skilled personnel mainly includes fixed part and variable part. The fixed part is related to the position, and the change Part of it is linked to performance. The company has also established a complete management system for skilled personnel allowances." Zhao Yu said, "In our company, as long as you are willing to study technology, the platform will become bigger and bigger, and the income will also increase. High, the company's senior mechanic is 'bullish'."
Guide skills value incentive orientation
According to the "Opinions", enterprises can establish a supporting allowance system for skilled talents, especially those in front-line jobs that are hard, dirty, tired, and dangerous, and adjust the allowances for hard-working environments, skills allowances, team leader allowances, etc. Teacher and apprentice allowances and other allowances.
Xu Xu, chief engineer of Beijing Anhaizhiyi Garden and Ancient Construction Engineering Co., Ltd., believes that this is particularly in line with the actual situation of their enterprises. "The introduction of the "Opinions" allows enterprises to follow when formulating the distribution system."
According to reports, the company's skilled talents are divided into three categories: junior, intermediate and senior. The junior is given a monthly post subsidy of 150 yuan, and can be promoted to the position of team leader or deputy team leader in the department team; the intermediate level is given a post subsidy of 250 yuan , can be promoted to the position of vice captain or team captain in the workforce; seniors will be given a post subsidy of 350 yuan, and a monthly performance bonus of 100 yuan, and the position will be improved by half a level on the original basis.
Hou Yaqin, chairman of the labor union of Beijing Municipal Landscaping Bureau, second-level inspector, and chairman of the Beijing Federation of Landscaping Enterprise Trade Unions, said: "The implementation of the "Opinions" has enabled enterprises to find the basis for improving the internal salary distribution mechanism and incentive mechanism, ensuring labor In the next step, we will comprehensively promote and implement the "Opinions", incorporate this work into the terms of collective wage negotiation for skilled workers, and sign collective contracts for skilled workers' wages within the industry and within the enterprise."
Wang Hong, a researcher at the Chinese Academy of Labor and Social Security, believes that the "Opinions" highlights the incentives for skilled talents, guides the orientation of skill value incentives, and fully reflects the market players' macro-level perspectives on "cultivation, evaluation, use, and incentives" for skilled talents. position.