Original title: Breaking the "Ceiling" of Skilled Talents
On May 30, the 10th Meeting of the Standing Committee of the 14th People's Congress of Guangdong Province deliberated and passed the Regulations of Guangdong Province on the Development of Skilled Talents (hereinafter referred to as the Regulations). The Regulations make provisions in terms of strengthening training, improving use, standardizing evaluation, promoting incentives, etc., to solve the bottleneck problem of the current development of skilled talents, and strive to provide a strong legal guarantee for the development of new quality productivity and high-quality promotion of the construction of a strong manufacturing province in our province. The Regulations will come into force on July 1 this year. (See the first edition of the Southern Industrial News on June 4 for details)
As the first local regulation on the development of skilled talents in China, the Regulations make Guangdong's "development of skilled talents" no longer stop at the policy level, no longer just a guide, encouragement and promotion, but must comply with regulations. Since then, the "development of skilled talents" in Guangdong Province has been fundamentally followed and guaranteed by the rule of law. Employers and relevant departments will be more effective and innovative, and skilled talents will be more able to grow into talents.
Reading through the Regulations, one of its highlights is "not sticking to one pattern". That is, to meet the needs of reform and innovation, improve the evaluation system of skilled personnel, and fully delegate power to the main body of employment. According to the Regulations, the registered employers can independently determine the range of professions (types of work) for the identification of skilled talents, independently set job grades, independently develop and formulate job specifications, independently use evaluation methods, and carry out the identification of vocational skill grades for their own employees and the employees of enterprises upstream and downstream of the industry education evaluation technology ecological chain. These "four independences" are decentralization, and they are the design and regulations of "reducing talents without sticking to one pattern". It does not "manage" in the end, but fully respects the market subject and allows it to "develop skilled talents" according to its own specific application scenarios, so as to achieve a benign co governance between the government and enterprises. Indeed, each employer knows best how to identify, determine, refine and reward talents, and has the most say.
The Regulations broke the "ceiling" of the rise of skilled talents, solidified the professional skill level (post) sequence of "new eight level workers" formed in the practice of national reform into institutional norms in a timely manner, encouraged employers to establish and improve the level setting of skilled posts, according to apprentices, junior workers, intermediate workers, senior workers, technicians, senior technicians, special technicians Chief technician and other professional skill levels (positions), implement human resource management, and support qualified enterprises to set up special technician and chief technician positions. This is to let those who are highly skilled "step by step" and make heroes useful.
The Regulations also stipulates that the people's governments of cities at or above the provincial and prefecture level should carry out the cultivation of highly skilled talents, formulate and implement the cultivation plan of highly skilled leading talents, establish the cultivation information database of highly skilled leading talents, support the participation of highly skilled leading talents in scientific research projects, organize skills research, peer exchange, famous teachers and apprentices, overseas training and other activities, Improve the comprehensive quality, skill level and practical innovation ability of highly skilled leading talents. This is consistent with the deployment of promoting the implementation of apprenticeship with Chinese characteristics and cultivating highly skilled young skilled talents in the national "High skilled Leading Talents Cultivation Plan".
In terms of improving the government's policy of attracting talents, retaining talents and encouraging talents, the Regulations stipulates that the winners of the World Skills Competition, the winners of the Chinese Skills Award, the winners of the honorary title of national technical experts, the leaders of the national skill master studio, and the highly skilled talents supported by the national major talent projects and special talent plans should be included in the application scope of the Guangdong Talents Card. Cities at or above the local level will incorporate urgently needed skilled talents into the scope of talent introduction in combination with the actual situation. Support cities at or above the local level to bring qualified skilled talents into the city's direct settlement scope. Support the inclusion of qualified skilled talents in the recruitment scope of public institutions.
Not long ago, the Guangdong Provincial Department of Human Resources and Social Security issued the Work Plan for the Evaluation and Employment of Special Technicians and Chief Technicians in 2024, which stipulates that the salary of chief technicians can be determined by referring to the standards of senior managers of the unit or according to the actual situation, not less than the salary of special technicians. This reflects the concept of "high technology, high achievement" and is an extension of the "distribution according to work" system, such as "real gold and silver", whose incentive, effectiveness and hedging period can stand the test of time. Now, the content of the program has been solidified and sublimated in the Regulations, which reflects the scientificity of legislation derived from practice and practice.
