How to return the title of talent to the essence of academic honor
How much do colleges and universities value talent "hats"?
A young university teacher who did not want to be named told reporters that he had been given a certain title when he returned to China. “If you don’t have a talent hat, you will never come back.”
The degree of importance that universities place on talents’ hats has already affected the scientific research evaluation system and has become a stubborn disease in the academic field.
In recent years, the education system has been guided by the implementation of talent plans, attracting and gathering a large number of high-level talents, and driving the construction of the talent team in colleges and universities to achieve remarkable results.
However, the problem of "only hats" still exists, and it must be overcome by improving the system.
On the 18th, the Ministry of Education issued "Several Opinions on Correctly Understanding and Regulating the Use of Talent Titles in Universities" (hereinafter referred to as the "Opinions"), proposing to promote the return of talent titles to academic and honorable nature, overcome the "hat only" problem, and truly do To "Gather the world's best talents and use them".
How to treat the talent title correctly and how to overcome the "hat only" problem, the reporter interviewed relevant experts in the education field to analyze this in depth.
No "permanent card" label for talents
To regulate the use of talent titles in universities, we must first establish a correct view of talents and solve the "how to look" problem.
Zhou Yaming, deputy secretary of the Party Committee of Fudan University, believes that “A thousand troops are easy to obtain, but a general is hard to find.” The limited resources will be tilted to talent title winners, support talent title winners to play a better role, and guide the majority of talents to actively strive for corresponding talent titles. It has become an important means for the construction of the talent team in colleges and universities during the expansion stage.
According to Wang Xinqing, the vice president of the University of Chinese Academy of Social Sciences, “For teachers, the'hat' is the recognition of the teachers’ periodic teaching and research ability, level, and achievements by the relevant state departments and schools. It is an honorable'honor'. 'Title. This is an incentive mechanism and an institutional arrangement that has been advocated by the country for many years to respect and cherish talents. The'hat' itself is not objectionable, but the'only hat' is not right."
"The emergence of the'only hat' phenomenon is not rooted in the'talent title' itself, but a deviation in the understanding and use of talent titles," said Zhou Yaming.
In this regard, the "Opinions" pointed out that the title of talent is an identification mark given to talents in the process of talent plan or project implementation. It is a full affirmation of the staged academic achievements, contributions and influence of talents, and is not a "permanent card" for talents. Labels are not a criterion for grading talents, and winners do not enjoy academic privileges.
The "Opinions" require that high-level talents should not be equated with talent title winners, that talent titles should not be used as the sole basis for evaluating talents and allocating academic resources, and the effectiveness of talent team building should not be evaluated solely based on the number of talent title winners. "To lead the bad tendency of building a talent team.
The relevant person in charge of the Ministry of Education pointed out that the winners of the title of talents in colleges and universities should emphasize that their first status is a teacher, and they should keep in mind the mission of educating people for the party and the country, and integrate the fundamental task of cultivating talents into the whole process of education and teaching.
Shen Zhuanghai, deputy secretary of the Party Committee of Wuhan University, believes that “the original intention and mission of the talent title winner is for the education system to keep in mind the fundamental mission of Lide and foster people, go deep into the front line of talent training, and cultivate the best people with their own excellence. We must take the initiative to meet the major needs of the country, have the courage to "open the list and take command", and play a greater role in overcoming key core technical problems and breaking the bottleneck of the "stuck neck"."
Do not publish "clearly marked" job advertisements
Prior to this, universities in the eastern region had visited a certain western university to “dig for talents”, and the high-paid hire of scholars with talent titles sparked heated discussion.
In this regard, the "Opinions" require that colleges and universities should accurately propose talent recruitment and introduction of job requirements, adhere to the principle of matching talents and posts, and do not use talent titles as rigid indicators, and do not publish “clearly marked” recruitment advertisements for talent title winners .
It is necessary to make overall plans and make good use of domestic and foreign human resources, and do not use foreign (overseas) study or work experience as restrictive conditions for the introduction of talent recruitment.
The Ministry of Education particularly emphasized that developed regions must not one-sidedly recruit talents through high-salary and high-fee bidding, especially from the central and western regions and northeast regions; it is necessary to rationally play the role of market mechanisms and explore the establishment of a high-level talent flow early-stage training investment compensation mechanism.
It is necessary to encourage the winners of the title of talents of universities in the central and western regions and the northeast to sign long-term service contracts with schools to contribute to the implementation of national and regional development strategies.
The "Opinions" also proposed that the title of talents should not be simply linked to material benefits such as remuneration.
The relevant person in charge of the Ministry of Education stated that in terms of talent incentives, only relying on "hats" to determine remuneration packages will cause talents to fight for "hats" and fight for "titles," and they will not be able to concentrate on research and educate people with peace of mind. "The enthusiasm of talent innovation and creation.
Chen Chao, an associate professor at the Zhou Enlai School of Government and Management of Nankai University, believes that downplaying remuneration and material benefits is to maintain the original intention of setting talent titles and to inspire the responsibilities and missions of talent title winners.
"The benefits are obvious. It can reduce vicious competition for talent title winners, reduce unhealthy trends and unreasonable costs in the introduction of talents in universities, slow down the brain drain phenomenon of universities in the central and western regions, and maintain the basic equilibrium of the national talent market. "You cannot use material benefits to kidnap the title of talent. The title of talent is a kind of honor and mission and cannot be realized as material benefit."
"The title of talent should be decoupled from the salary package, but decoupling does not mean that there is no. More contributions are worth more rewards. High salaries are rewards for the past stage, and future rewards depend on future achievements. Rewards are for urging. There will be better efforts and struggles in the future. So we have to get rid of a misunderstanding: some young people think that they will always enjoy this kind of treatment after they get the title of talents, and they think they can relax after being awarded the title. This is not right.” Beijing Institute of Technology graduate student Said Wang Junzheng, executive vice president of the hospital.
Do not use talent title as a direct basis for evaluation
"Many scholars tend to fall into this kind of professional development formula: publish more papers-fight for the'four youths'-fight for the key points of funds-fight for provincial and ministerial awards-publish more papers-fight for the'excellent Qing Yangtze River'-fight for national key projects Chief-Fighting for national awards... Under this kind of thinking, scientific research seems to be the "Huashan One Road"." Bao Yungang, a researcher at the Institute of Computing Technology of the Chinese Academy of Sciences, believes that this has caused various problems to some extent. Non-healthy competition for class review.
Talent evaluation is the baton that influences the development of talents.
In Shen Zhuanghai's view, it is necessary to adhere to comprehensive evaluation and classification evaluation, establish a talent evaluation system that conforms to the law of talent growth, respects the individual and diversified characteristics of talents, and avoids "one size fits all" and "one ruler to the end."
In order to improve various evaluations and evaluations involving universities, the "Opinions" require that comprehensive evaluation of the quality of the teaching staff should be adhered to in teaching evaluation and subject evaluation, and the title and quantity of talents should not be used as the direct basis for evaluation, and the evaluation results and academic evaluation should be reduced. Resource allocation is directly linked.
In terms of talent evaluation and job title evaluation, it is proposed to put ideological and political quality and teacher ethics in the first place, highlight the effectiveness of education and teaching, emphasize the scientific setting of evaluation indicators and evaluation cycles, optimize evaluation standards and methods, and rationally use comprehensive evaluation and classification Evaluation, evaluation of representative results, peer evaluation and other methods are used for scientific evaluation.
In addition, Wang Junzheng pointed out that high-level technological innovation is not a short-term act. It is difficult to obtain major original results in one or two years and requires long-term accumulation.
"But if the frequency of evaluation is very fast, it will cause some young scientific and technological personnel to develop against these indicators and conditions, which is not conducive to the production of major original results."
In this regard, Zhou Yaming gave a targeted solution. He believes that in the future, we can vigorously carry out classified evaluation, long-term evaluation, and representative result evaluation in talent evaluation, and use big data and artificial intelligence to vigorously develop the full cycle of talents. Dynamic evaluation.
"Building a regional big data platform from the three main dimensions of talent ability quality, process behavior and output contribution, dynamically capturing talent big data and automatically carrying out talent dynamic evaluation, and providing talent recruitment, daily management, talent evaluation and talent services for colleges and universities. Provide basic platform support. Do not use talent titles as restrictive conditions and priority conditions for talent evaluation, so that all kinds of talents have opportunities and platforms to showcase their talents, and everyone has the opportunity to shine in their careers."
At the same time, the "Opinions" also require that the talent title withdrawal mechanism should be improved, and for those who fail to perform their job duties in accordance with relevant regulations or contractual agreements, they shall terminate the contract and withdraw and no longer provide plan support; for those who violate the laws and regulations such as violating the ethics of teachers, Compulsory withdrawal and withdrawal of titles and qualifications for selection, so that the talent plan can enter and exit.
If the support period has ended, in principle, the corresponding talent title will no longer be used, and the support period should be marked if the support period is really needed. If the support period is not specified, the selection year should be marked.
Zhou Yaming believes that effectively strengthening the job management of talent title winners, guiding and urging them to continue to play a role based on their positions, and implementing the expiration assessment and exit mechanism, also reflects the orientation of breaking the talent title "permanent card" and focusing on promoting the role of talents. .
Fill in the gap after breaking the "only hat"
The release of the "Opinions" cools down the titles of talents, requiring not to publish lists, statistics, and rankings of talent titles, and not to cite and publicize related reports and rankings.
And what are the issues that need attention in the follow-up document implementation process?
Chen Chao believes that the biggest problem may be, after breaking the "hat", what are the new evaluation criteria?
"While'breaking', it must be quickly'established'. Only by breaking and establishing can promote the coherent development of things. As soon as possible, establish new and operable talent evaluation methods and standards to fill the gap after breaking the'only hat'. At the same time. To get rid of the'hat' is actually a systematic project. A series of complicated relationship networks and social factors are involved behind the'hat', which requires systematic comprehensive management."
Xia Wenbin, president of the University of International Business and Economics, gave the direction for implementation from the school level. He believes that we must still stick to the problem orientation.
"How to make good use of the'hat'? If it is used well, it will generate positive incentives for the enthusiasm and creativity of talents. The current talent'hat' is a summary of the past of scholars; in the future, talents will be rated as'hats' in teaching During scientific research, we must continue to evaluate and supervise it. If it is not appropriate, there is no doubt that this'hat' should be removed."
"In the next step, the school will act quickly to clear out some requirements that do not conform to the spirit of the "Opinions", and resolutely deny them. When the judgment is made, it can not be delayed. It should also actively establish some new ones that are conducive to the construction of talents. The specific measures that stand out and conform to the spirit of the "Opinions" make the title of talent truly a new baton, and enable our country's talent team to continue to innovate and develop on a healthy track." Xia Wenbin said.
(Our newspaper, Beijing, December 18, by our reporter Yang Sa, Jin Haotian, Tang Qianer)