Zhongxin Finance, April 27th. According to the website of the Ministry of Human Resources and Social Security, recently, the Ministry of Human Resources and Social Security formulated and issued the "Opinions on Improving and Perfecting the Vocational Skill Level System for Skilled Talents in the New Era (Trial)". The "Opinions" proposed that enterprises should Depending on the development level of technical skills and other conditions, based on the actual situation, the skill level should be appropriately increased or adjusted on the basis of the existing vocational skill level setting.
For occupations (types of work) with senior technicians, technical positions (posts) of super technicians and chief technicians can be added to them, and apprentices can be added under junior workers, forming a group consisting of apprentices, junior workers, intermediate workers, and senior workers. , technicians, senior technicians, special-grade technicians, chief technicians constitute the occupational skill level (post) sequence.
introduction background
The relevant person in charge of the Ministry of Human Resources and Social Security introduced the background of the introduction of the "Opinions". Due to the imperfect setting of skill levels (posts), there is a "ceiling" problem in the vertical promotion of skilled personnel's career development, and the level of vocational skills and the use of benefits cannot be effectively combined. The status and treatment level of skilled personnel is not high, the attractiveness is not strong, and skilled personnel, especially high-skilled personnel, are lacking, and they cannot meet the needs of high-quality economic and social development and the actual requirements of skilled personnel work.
In recent years, although high-skilled talents and professional and technical talents have achieved career development, it is difficult to effectively guide the vast number of skilled talents to base themselves on their jobs, take root in their jobs, and achieve job growth.
To this end, it is urgent to improve the vocational skill level system for skilled personnel.
main content
The first part, general requirements.
It consists of guiding ideology, basic principles, and goals and tasks.
The "Opinions" require that the career development channel of skilled talents should be unblocked, their treatment level will be improved, their sense of honor and happiness will be enhanced, more workers will be attracted to become talents with skills and serve the country with skills, alleviate the shortage of skilled talents, and give full play to skilled talents. It plays an important role in high-quality economic and social development, and provides strong talent and skill support for the comprehensive construction of a modern socialist country.
At the same time, it is required to adhere to the principles of ability-based, scientific evaluation, effect-oriented, and job use, and create an institutional environment conducive to the growth and functioning of skilled talents.
At the end of the "14th Five-Year Plan" period, in enterprises above designated size and other employers (hereinafter referred to as employers) with skilled personnel as the main body, the identification of vocational skills grades will be fully implemented, and the establishment of vocational skills linked to the national vocational qualification system and lifelong vocational skills will be generally established. The training system is adapted to, combined with the use of a new era of skilled personnel occupational skill grading system that matches the treatment.
The second part is to improve the vocational skill level system.
The "Opinions" proposed to fully implement the vocational skill level system, improve the level setting of skilled positions, improve the occupational standard system, and promote the integration of occupational development.
The vocational skill level system for skilled personnel shall be clearly implemented, and the employers and social training evaluation organizations shall implement the occupational skill level identification according to relevant regulations, so that those who need skill level promotion have the opportunity to obtain skill evaluation.
The third part is to improve the vocational skill level identification mechanism.
The "Opinions" propose to implement classified assessment and evaluation, adopt different assessment and evaluation methods, support employers to independently carry out occupational skill level identification, implement socialized occupational skill level identification, and guide technical colleges and universities to comprehensively carry out occupational skills level identification.
At the same time, it is pointed out that chief technicians and special-grade technicians are senior technical positions (posts) set up among high-skilled talents, and should generally be established in the field of occupations (types of work) with senior technicians.
The fourth part is to promote the combination of vocational skill level identification results and training and use benefits.
The "Opinions" emphasize that the guiding role of skill evaluation in improving the quality of training and training should be brought into full play, the effective connection between the identification results of vocational skill levels and the use of jobs should be promoted, a job performance salary system that matches the sequence of vocational skill levels (posts) should be established, and high-skilled skills should be improved. Talent incentive mechanism.
The fifth part is to strengthen service supervision.
The "Opinions" require to strengthen organizational leadership, and do a good job in promoting implementation, service guarantee, supervision and inspection, and publicity and guidance.
Improve the public service system, do a good job in the filing service of evaluation institutions, publish the directory of institutions and implement dynamic adjustments.
Strengthen quality supervision and supervision, improve the evaluation quality evaluation mechanism, and disclose the evaluation results to the public in a timely manner.
Policy highlights and innovations
The first is to improve the level setting of skilled positions and smooth the career development channels for skilled talents.
The "Opinions" propose that enterprises should appropriately increase or adjust the skill level on the basis of the existing vocational skill level setting according to the development level of technical skills and other conditions and in light of the actual situation.
For occupations (types of work) with senior technicians, technical positions (posts) of super technicians and chief technicians can be added to them, and apprentices can be added under junior workers, forming a group consisting of apprentices, junior workers, intermediate workers, and senior workers. , technicians, senior technicians, special-grade technicians, chief technicians constitute the occupational skill level (post) sequence.
According to their own characteristics, enterprises in the industry can use different appellations for the above-mentioned skill level names, and clarify the corresponding relationship between them and the corresponding skill levels, considering factors such as historical usage and conventions.
The second is to improve the connotation of the vocational skill level system.
The "Opinions" emphasize the establishment of a new-era vocational skill level system for skilled personnel that is linked with the national vocational qualification system, adapted to the lifelong vocational skills training system, combined with use, and matched with treatment.
This shows that the vocational skill grading system is not only an evaluation system for skilled personnel, but also a system for skilled personnel that takes into account training, use, and treatment.
The third is to establish a job performance salary system that matches the sequence of occupational skill levels (posts).
The currently implemented skill evaluation consisting of five levels of junior workers, intermediate workers, senior workers, technicians and senior technicians, the evaluation results are not closely related to wages and remuneration, that is to say, the skill level is not well received in wages and remuneration. manifestation and reflection.
The "Opinions" issued this time require the establishment of a job performance salary system that matches the sequence of occupational skill levels (posts), and strengthen the skill value incentive orientation of salary income distribution.
Guide employers to establish a salary distribution system based on job value, ability and quality, and performance contribution, take vocational skill level as an important reference for skilled personnel salary distribution, highlight the actual contribution of skilled personnel, and set salary units in the salary structure that reflect the value of technical skills , or set up separate skill allowances according to the vocational skill level, etc., reasonably determine the salary level of skilled personnel, and realize that those who work more get more and those who have more skills will get more.
How is the appraisal work carried out?
The "Opinions" pointed out that the apprentice's regularization assessment shall be carried out by the employer according to the relevant requirements of the employer after the expiry of the study period and the probation period of the apprentice.
Students who participate in the new apprenticeship system for enterprises with Chinese characteristics will be assessed and graded according to the training objectives.
The "Opinions" emphasize that it is necessary to carry out the evaluation and employment of super technicians and chief technicians in a stable and orderly manner, and not to promote general promotion of senior technicians.
The evaluation and employment of super technicians should gradually expand the scope on the basis of pilot projects in the field of engineering technology. The human resources and social security departments at the provincial level and above will guide the employers to formulate implementation plans, and make specific provisions on evaluation standards, procedures, methods and supporting measures. .
The employer shall organize and implement the program in accordance with the procedures of formulating the plan, organizing the review, public announcement and approval, and appointment and employment.
In principle, chief technicians are generated from special technicians.
The chief technician is a highly skilled person who has made significant contributions in the field of technical skills, or is recognized by enterprises in the region and the industry as having superb skills and superb skills.
The evaluation and employment of chief technicians shall be piloted and gradually rolled out on the basis of the evaluation and employment of super technicians. The human resources and social security departments at the provincial level and above and relevant industry competent departments of the State Council shall guide employers to implement them, and adopt grass-roots recommendation, local or industry evaluation. , publicity approval, employer appointment and other procedures.
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