Weather vane more
skilled people get more!
The annual income of the chief technician can reach up to 600,000 yuan
"I started as a skilled worker step by step, and I know that it's not easy to do it all the way. To learn the strengths of a skill hard is to take a breath and let the people around me take a look at it. I didn't expect to become a'chief technician' today. "Recently, Pang Shibao of Guqiao Mine, a coal company of Huaihe Energy Group, has ushered in the second "golden period" of his career. He has already got his wish and returned to the "blue-collar" team after taking up a management position.
Pang Shibao was born in an ordinary miner's family, a native of "the second generation of coal."
In 1999, after graduating from technical school, he became an ordinary mine maintenance electrician.
After persistent struggle, he became the enviable head of the mining department and finally got into the office.
With the reform of the salary mechanism of Huaihe Energy Group this year, he signed up for the "chief technician" and returned to front-line work. He can also get the same salary as the senior manager of the mine and the deputy chief engineer of the mine. The annual income can reach up to 500,000 yuan- 600,000 yuan.
Huaihe Energy Group is a modern large-scale energy group developed from traditional coal companies, with a history of 100 years.
Recently, the "destiny" of 3 chief technicians and 16 senior technicians, including Pang Shibao, has changed due to the personnel reform within the company.
The key to the “Management Measures for the Appointment of Chief Technicians and Senior Technicians” introduced by the company lies in smoothing the career advancement channel for first-line operation positions. Among the 19 first critics, 3 chief technicians were born in the 70s; the average of 16 senior technicians He is 43 years old, and the youngest is born in the 90s.
Although they are at the grassroots level, they rely on their unique skills. They are skilled in gas inspection, electrical and mechanical maintenance, coal quality inspection, etc., and each have their own specialties. They stand out from tens of thousands of employees, which also allows more front-line workers to see hope. , With "Bentou".
The appraisal is also a concrete manifestation of the company’s deepening of the human resources salary reform. It has changed the previous management system based on administrative levels, created an atmosphere of advocating labor, and encouraged skilled workers to work with peace of mind and better practice the "craftsman spirit". "At the same time, it also guarantees a more decent work and life for workers.
More skilled
Nowadays, it has become a common practice for the government to reward skilled talents, especially the World Skills Competition. Some provinces have awarded gold medal winners up to a one-time prize of 2 million yuan. In some areas, household registration and job titles can also pass the "green channel." Solved by the way.
In addition, the human resources and social security departments of all provinces have also issued the "Chief Technician" talent policy. The candidates not only enjoy certain honors, but also have corresponding government allowances every month.
However, it should be noted that the commendations and rewards of government departments mainly play a leading and exemplary role and cannot achieve full coverage. The main body that implements the treatment of skilled talents is still the enterprise, and the enterprise is also the most direct beneficiary, and it is unshirkable.
Whether an enterprise values talents and advocating skills, and can not just shout slogans, the key depends on whether it can make people who have the ability and willing to give the greatest benefits.
"We workers can also get high salaries, which has never been seen in the history of the company, and it is of iconic significance." Li Zhongjing is a wind surveyor from the Zhangji Mine Ventilation Team of Huaihe Energy Group Coal Company. He has a lot of " Title": "National Technical Expert", "National Coal Industry Model Worker", "Top Ten Skilled Craftsmen in Anhui Province"... However, before the reform, the annual income of skilled workers like him was less than 100,000 yuan.
Pang Shibao also calculated an account with reporters: In the past, as a worker, one month's piece rate was paid at most 6,000 to 7,000 yuan. As the district chief of the Shanghai Branch, based on mine output and benefits, he can earn more than 10,000 yuan in a month.
After the reform, according to relevant policies, the salary level of chief technicians is equivalent to that of senior mine managers and deputy chief engineers, and the salary of senior technicians reaches the level of section chiefs.
Excellent skilled talents no longer enjoy symbolic allowances and one-time commendation bonuses, but instead obtain high salaries from the enterprise "institutionalized" through assessments.
To a certain extent, the income of front-line workers has also achieved a major leap from piece-rate distribution to contribution-based distribution.
They are no longer manual laborers in the original sense, but obtain the value return of the enterprise through their own intellectual contribution, which reflects the value distribution orientation of "skilled people get more."
Highly paid and high task requirements
The reporter learned that the appraisal is aimed at the operation positions of the group's main coal, electricity, and gas professional sectors, and is inclined to the key occupations and main types of production on the front line, in order to select the real "big" and "master".
Participants need to have a technician or above vocational skill level certificate and awards, patents and other "hardware", through the quantitative evaluation of work performance, practical operation, theoretical examinations and other assessments, so as to achieve competitive employment, no longer limited by the number of indicators, truly reflect " Those who can go".
High salaries naturally correspond to higher task requirements. For chief technicians and senior technicians, the role positioning and work content have also changed accordingly.
In the past, the “one-acre three-part land” was managed well in the technical positions of the district team, but now it is necessary to stand at the group level and run a skill master studio to focus on inspections, difficult handling, problem solving, process improvement, and skill improvement. , Personnel training, etc., not only to give full play to the value of individual skills, but more importantly, to lead a good skill team, play an important role in "passing and guiding", and train more highly skilled talents for the group.
Undoubtedly, practicing real kung fu and real ability is the foundation for skilled talents to settle down.
The appointment period of chief technicians and senior technicians is only 3 years, and dynamic assessments are carried out every year, and the results of job performance assessments are linked to performance pay, which determines the final income of the personnel.
In addition, all positions will be re-competitive after 3 years.
This makes them unable to "lay flat" on their laurels, and they must continue to work diligently in front-line positions as always, continue to delve into business, innovate technologies, and work hard in key areas and areas where their necks are stuck to deal with the continuous challenges of technological equipment upgrades. , To effectively play the role of "leading goose".
Break the "ceiling" of workers' promotion
"Over the years, I have been working hard to improve my business and finally got the recognition of the company!" These days, the 36-year-old Huaihe Energy Coal Industry Company underground electric fitter Dai Qunchao is full of gratitude and gratitude.
Back then, he came to work in Huainan from his hometown in Henan alone. Through self-taught, he has grown from a labor dispatch worker to a technical "big" in the maintenance of coal mining equipment. In 2018, he became the team leader.
Coal mining enterprises are labor-intensive. Dai Qunchao admitted frankly that it is difficult for ordinary workers to get promoted in the mines.
"A mining area may have hundreds of deputy squad leaders and squad leaders, and from the squad leader to the deputy section chief is a'barrier'. Not only does it require more than three years of work experience, but also performance, academic qualifications, and awards. If you don’t transfer or retire, you won’t be able to vacate your posts.” In fact, many coal mining companies have such a phenomenon: because of poor promotion channels for workers, the technical backbones trained in coal mines for many years often resign for various reasons. Change jobs and enter other related industries.
The personnel management of Huaihe Energy Group has three positions: "operation", "management" and "professional".
Zhou Tao, the Minister of Human Resources, vividly said that in the past, the promotion sequence of operating positions was equivalent to the lowercase "h", and the channel was like the short vertical on the "h", very low and narrow, and after reaching the ceiling, I wanted to go Crowded management positions.
Through the reform, the professional sequence is divided into 8 levels, and the operation sequence is divided into 7 levels, so that the small "h" type has become a large "H" type, which is to encourage everyone to concentrate on technology and business.
The focus of this round of personnel reform of Huaihe Energy Group is to break through the barriers between the three major sequences and realize the horizontal flow of talents. This undoubtedly opens up an upward channel for the first-line technicians in the "operation" sequence. To be a "long" with a single-plank bridge can also achieve professional development.
"In the past, someone suggested that I be the leader of the shift, so that the income would be higher. My family and friends also think that being a'long', both inside and face. But my strength is to solve the problem of safe production in coal mines. Management is not my advantage. This The second appraisal has resolved my worries." Li Zhongjing said.
Pang Shibao was even more impressed: "I learned about the launch of the appraisal. After several days of thinking, I decided to return from the management post of the section chief to the operation post I am more familiar with. The future is also promising!"
He said frankly that he has a more worker complex than management. What he likes most is to study business and solve specific technical problems. He most enjoys the joy and pride of overcoming difficult problems.
"In the past, there were a lot of management issues and distraction. At present, new technologies and new processes are emerging and changing too fast. I think it is time to calm down and recharge."
In Pang Shibao's view, the reform of the salary policy is like a strong "catalyst". It has set off an upsurge of catching up with and surpassing learning in the unit. Everyone is more motivated. Many young people who have just started are planning to apply for a technician qualification certificate.
"After being hired from the group company, the apprentices I brought were very envious, and they were discussing serial promotion in private. Before, the studio lights went out at 9:30 in the evening, and now there are still people practicing wiring late at night."
Pang Shibao said that he will focus on the smart mine construction module, and at the same time select good seedlings with potential and willingness to endure hardships into the team, and strive to bring out more skilled experts and technical experts.
China Youth Daily·China Youth Daily reporter Wang Lei Wang Haihan Correspondent Wang Liang Source: China Youth Daily