China News Service, January 6th. According to the website of the Ministry of Human Resources and Social Security, the Ministry of Human Resources and Social Security has recently issued implementation opinions on further strengthening the professional development of highly skilled and professional technical talents (hereinafter referred to as opinions).

The opinions are clear, improve the evaluation standards of high-skilled talents' professional titles, lighten the requirements of chemical qualifications, strengthen the contribution of skills, and establish a green channel.

  Opinion requirements, firmly establish new development concepts, remove institutional barriers that restrict the development of talents, vigorously promote the spirit of model workers, work spirits, and craftsmanship, explore the establishment of a combination of theory and practice, technology and skills to promote talent evaluation and use incentive mechanisms to stimulate The innovative vitality of high-skilled talents provides strong talent support for the implementation of the strategy of making a strong country and the promotion of high-quality development.

  The opinions clarified the basic principles: First, insist on highlighting key points.

To adapt to the development trend of the integration of technical and skilled talents, focus on high-skilled talents, break the boundaries between professional and technical title evaluation and vocational skills evaluation, innovate the technical skills-oriented evaluation mechanism, broaden the development channels of technical skills, and promote the integrated development of the two types of talents.

  The second is to stick to the problem orientation.

Focus on the "single bridge" and "ceiling" issues in the career development of talents, promote the effective connection of the title system with the vocational qualification and vocational skill level system, support highly skilled talents to participate in the title review and vocational qualification examinations, and encourage professional and technical talents to participate in the vocational skill evaluation and build Two types of talent growth overpass.

  The third is to insist on scientific evaluation.

Further eliminate the tendency of only thesis, academic qualifications, qualifications, and awards only, strengthen the contribution of technical skills, highlight work performance, maintain a general balance between the two types of talent evaluation standards, and appropriately favor highly skilled talents, so that the value of various talents can be fully respected and reflected .

  The fourth is to adhere to the use-oriented approach.

Based on actual job needs, give full play to the main role of the employer, promote the integration of talent evaluation and training and use incentives, focus on improving the level of skilled talents, and create an institutional environment conducive to the growth and function of talents.

  The opinion clarified the main measures:

  One is to expand the areas of penetration.

Focus on supporting high-skilled talents to participate in the evaluation of engineering titles, and expand the field of penetration into engineering, agriculture, arts and crafts, cultural relics, experimental technology, art, sports, and technical college teachers.

Support high-skilled personnel to obtain professional qualifications for economics, accounting, statistics, auditing, translation, publishing, communications, computer technology and software.

On the basis of occupational classification, all regions and relevant departments can study and formulate new occupations and emerging fields based on actual conditions to clarify the professional correspondence of high-skilled talents in the evaluation of professional titles.

  The second is to improve the evaluation criteria for titles of highly skilled talents.

In light of the requirements for academic qualifications, a series of professional titles that are connected to the two types of talents. Skilled talents with vocational qualifications or vocational skills above senior level can participate in the title review. Academic qualifications, papers, foreign languages, computers, etc. will not be included in the title review as highly skilled personnel Restrictive conditions.

Strengthen technical contribution, high-skilled talents participate in the job title review to highlight professional ability and work performance, and focus on evaluating the ability and contribution of the transformation and application of scientific and technological achievements, implementation of operating procedures, solving production problems, participating in technological transformation and innovation, process improvement, transfer of skills and apprenticeship .

Establish green channels to make outstanding contributions to national economic development and the implementation of major strategies. High-skilled leading talents who have unique skills, unique skills and unique skills, and have long-term persistence in the frontline positions of production and service, adopt special evaluation methods to establish green channels for professional title evaluation.

Won the China Skills Award, National Technical Expert, as the leader of the national skill master studio, high-skilled talents enjoying special government allowances at or above the provincial level, or high-skilled talents recognized by the people's governments of various provinces (regions, cities) Talents can directly apply for the evaluation of senior or deputy senior titles.

  The third is to innovate the evaluation mechanism of high-skilled talent titles.

Comprehensive evaluation of high-skilled talents using a variety of methods such as theoretical knowledge examination, skill operation assessment, performance review, interview defense, and competition selection.

Support qualified regions and units to separately group and review highly skilled talents.

Support high-skilled talents intensive, strong technical strength, and above-scale enterprises with standardized internal management to independently carry out the evaluation of high-skilled talents.

Actively attract outstanding high-skilled talents to participate in relevant professional title review committees and expert databases, and participate in the formulation of evaluation standards.

  The fourth is to encourage professional and technical personnel to participate in vocational skill evaluation.

Professional and technical personnel who meet the requirements for vocational skill evaluation can apply for vocational skill evaluation for corresponding occupations (types of work) in accordance with relevant regulations.

Professional and technical talents who have obtained assistant, intermediate, and deputy senior titles, and whose cumulative working years meet the application requirements, can apply to participate in the vocational skill evaluation of senior workers, technicians, and senior technicians corresponding to the occupations (types of work) corresponding to their current positions.

One year after obtaining the vocational qualification or vocational skill level, the corresponding occupation (type of work) can be declared for promotion evaluation according to the accumulated working years.

Professional technical personnel participate in the evaluation of vocational skills, focusing on the assessment of operational skills.

Those who have a professional graduation certificate related to the declared occupation are exempt from the theoretical knowledge test.

Excellent talents with the skill level of the corresponding occupation (type of work) can directly declare the vocational skill level evaluation of the occupation (type of work).

Employers may, in accordance with the national vocational skill standards and industry-enterprise evaluation norms, and based on the actual conditions of their units, formulate the standard conditions for their professional and technical personnel to participate in vocational skills evaluation.

  The fifth is to strengthen the connection between the evaluation system and the employment system.

High-skilled talents voluntarily participate in the evaluation of professional titles based on their technical skills, and highly skilled talents who have obtained professional titles are encouraged to stick to the front line of production and service.

Explore the establishment of a mutual comparison mechanism between the level of technical positions within the enterprise and the sequence of management and technical positions, and the linkage mechanism between professional technical positions, operation management positions, and technical positions.

All kinds of enterprises will enjoy the same treatment as the professional and technical personnel of the corresponding level in terms of study and further education, job appointment, job rank promotion, evaluation and awards, and scientific research project application.

Encourage employers to study and formulate career development plans for high-skilled leading talents, implement an annual salary system for high-skilled leading talents, equity option incentives, establish special job allowances for high-skilled leading talents, and apprenticeship allowances, etc., and provide high-skilled talents with performance rewards based on their actual contributions. Improve the level of remuneration for highly skilled personnel.