Beijing will identify the skill levels of 20 new occupations. In the next step, Beijing will adapt to the development trend of the new economy and new formats, base itself on the development needs of new industries, and increase the training of new vocational skills talents. Beijing will identify the skill levels of 20 new occupations.
In order to further deepen the reform of Beijing's evaluation of skilled talents and improve the quality structure of the supply of new professional talents, the Beijing Municipal Bureau of Human Resources and Social Security issued the Notice on Developing the Evaluation of New Vocational Skills (hereinafter referred to as the Notice), and a group of social training evaluation institutions will be selected to carry out the skill level identification of 20 new professional workers such as Internet marketers, network contract distributors and e-sports.
At present, the identification of new occupations in Beijing is subject to list management, which will be dynamically adjusted according to the release of new occupations in the country.
At present, Beijing's new vocational skill level appraisal standard is set according to the national vocational skill standard, which is divided into five skill levels, namely, junior workers (level 5), intermediate workers (level 4), senior workers (level 3), technicians (level 2) and senior technicians (level 1). Those who have obtained the vocational skill level certificate will be included in the statistics of skilled personnel in Beijing. The employing unit shall reasonably arrange the use of skilled personnel according to the appraisal results of the new vocational skill level, so as to realize the connection between the appraisal results of vocational skill level and the use of skilled personnel.
The Notice points out that enterprises, social organizations, institutions of higher learning and vocational colleges (including technical colleges) with independent legal personality in Beijing shall be recommended by the District Human Resources and Social Security Bureau to the Municipal Human Resources and Social Security Bureau in accordance with the principle of "voluntary declaration, selecting the best, maturing one and publishing one".
Through the methods of "material verification, expert argumentation and on-site evaluation", a number of social training evaluation institutions with "industry representativeness, professional evaluation and industry authority" were selected to carry out the skill level appraisal of new professional workers.
The selected social training evaluation institutions are publicized on the website of the Municipal Human Resources and Social Security Bureau. If there is no objection after publicity, it will be put on record, and the list of social training evaluation institutions included in the record will be dynamically adjusted. At present, the filing period in Beijing is three years.
The social training evaluation institutions that have been put on record shall, in accordance with the procedures of "announcement, qualification confirmation, implementation identification, certificate issuance and filing, and quality supervision", carry out new vocational skill level identification for the society. Social training evaluation institutions will determine the evaluation content according to the national vocational skills standards and the actual situation, and organize the implementation of appraisal work by means of theoretical knowledge examination, practical operation assessment and comprehensive evaluation.
At the same time, explore the implementation of the "one post and double recognition" evaluation model, that is, for the same position, workers can obtain new vocational skill level certificates and enterprise post certification certificates at the same time, open up new channels for the development of professional talents, and promote the effective connection between national occupations and enterprise post talent evaluation. In this process, social training evaluation institutions will implement the main responsibility of "who evaluates, who is responsible and who issues certificates", and the results must stand the market test and be widely recognized by the society.
The "Notice" clarifies that social training and evaluation institutions shall not carry out identification work beyond the scope and across administrative regions, further strengthen quality management and risk prevention and control, strengthen tracking and effectiveness, and improve the recognition of the certificate market. Encourage and support social training evaluation institutions to innovate evaluation service models, explore online evaluation, organically combine identification work with training work, and effectively improve the comprehensive quality and skill level of social workers.
Those who fail to fulfill their work commitments in skill level appraisal will withdraw from the directory of social training evaluation institutions and terminate the filing of institutions; Those suspected of violating the law and discipline will be severely punished according to the law and regulations, and the relevant responsible persons will be held accountable.
The Beijing Municipal Bureau of Human Resources and Social Security said that in the next step, Beijing will adapt to the development trend of the new economy and new formats, base itself on the development needs of new industries, increase the training of new vocational skills talents, optimize service methods, strengthen work guidance, supervision and inspection, actively file and announce a number of new vocational appraisal institutions, and guide workers to sign up for new vocational appraisal through filing institutions to ensure the smooth development of new vocational skill level appraisal in Beijing.
Beijing has identified 20 new occupations as second-class skills, which will open the career development channel for skilled talents, improve the treatment level and enhance the sense of honor and happiness. Recently, Ministry of Human Resources and Social Security formulated and promulgated the Opinions on Improving the Vocational Skills Grading System for Skilled Talents in the New Period (Trial) (hereinafter referred to as the Opinions).
The "Opinions" clarify that at the end of the "Fourteenth Five-Year Plan" period, enterprises above designated size and other employers with skilled personnel as the main body will fully implement vocational skill level appraisal, and generally establish a vocational skill level system for skilled personnel in the new period that is linked with the national vocational qualification system, matched with the lifelong vocational skill training system, combined with use and matched with treatment.
The "Opinions" propose to improve the vocational skill grading system. According to the development level of technical skills and the actual situation, enterprises can appropriately increase or adjust the skill level on the basis of the existing vocational skill level setting. For occupations (jobs) with senior technicians, technical posts (posts) of special technicians and chief technicians can be added on them, and apprentices can be added under junior technicians.
The "Opinions" emphasize that chief technicians and special technicians are senior technical positions (posts) set up among high-skilled talents, and should generally be set up in the occupation (post) field with senior technicians, and the post appointment system should be implemented through evaluation and appointment. It is necessary to carry out the evaluation and appointment of special technicians and chief technicians in a safe and orderly manner, and generally not to be promoted to senior technicians.
The "Opinions" require that the results of vocational skill level appraisal should be combined with the training and use treatment, and a post performance salary system that matches the vocational skill level (post) sequence should be established. Employed senior workers, technicians and senior technicians shall enjoy the same treatment according to the corresponding level of professional and technical personnel in terms of study and further study, post appointment, promotion of post rank, evaluation and award, and declaration of scientific research projects.
Personnel employed to senior technician positions shall enjoy the same treatment as those with senior titles. The remuneration package of the chief technician can be determined according to the standards of the senior management of the unit or according to the actual situation, which is not lower than that of the special technician.
Beijing will identify the skill levels of 20 new occupations. Ministry of Human Resources and Social Security recently formulated and promulgated the Opinions on Perfecting the Vocational Skills Grading System for Skilled Talents in the New Period (Trial) (hereinafter referred to as the Opinions). Enterprises can add special technicians and chief technicians, and set up apprentices to form a "new eight-level" vocational skill level sequence composed of apprentices, junior workers, intermediate workers, senior workers, technicians, senior technicians, special technicians and chief technicians, so as to further smooth the growth channel of skilled talents.
It is reported that since 20 13, Ministry of Human Resources and Social Security has cancelled the professional qualifications of skilled personnel in batches. At the same time, through the employers and social training evaluation institutions openly selected to the society, the vocational skills are mainly divided into five levels: junior workers, intermediate workers, senior workers, technicians and senior technicians.
However, in reality, the problems such as the "ceiling" in the vertical promotion of the professional development of skilled talents and the inability to effectively combine the level of professional skills with the use and treatment are still outstanding, which cannot meet the needs of high-quality economic and social development. Therefore, Ministry of Human Resources and Social Security launched the pilot project of 202 1 Special Technician Evaluation and Employment, and the opinions were formulated on the basis of summarizing the experience of the pilot project.
The "Opinions" propose to improve the vocational skill grading system. Enterprises according to the development level of technical skills, combined with the actual situation, on the basis of the existing vocational skill level setting, appropriately improve or adjust the skill level.
For occupations (jobs) with senior technicians, technical posts (posts) of special technicians and chief technicians can be added on them, and apprentices can be added under junior technicians to form a series of vocational skill levels (posts) composed of apprentices, junior technicians, intermediate workers, senior technicians, senior technicians, special technicians and chief technicians.
The "Opinions" emphasize that chief technicians and special technicians are senior technical positions (posts) set up among high-skilled talents, and should generally be set up in the occupation (post) field with senior technicians, and the post appointment system should be implemented through evaluation and appointment. It is necessary to carry out the evaluation and appointment of special technicians and chief technicians in a safe and orderly manner, strictly standardize the conditions and procedures, and do not engage in the promotion of senior technicians.
The "Opinions" require promoting the combination of vocational skill level appraisal results and training and use benefits, establishing a post performance salary system that matches the sequence of vocational skill levels (posts), and guiding employers to establish a salary distribution system oriented to post value, ability and quality, and performance contribution. Taking the level of vocational skills as an important reference for the wage distribution of skilled personnel, the wage unit reflecting the value of technical skills is set in the wage structure;
Or set up a skill allowance separately according to the vocational skill level. , reasonably determine the salary level of skilled personnel, so as to get more for more work and more for those with high skills. Personnel employed to senior technician positions shall enjoy the same treatment as those with senior titles. The remuneration package of the chief technician can be determined according to the standards of the senior management of the unit or according to the actual situation, which is not lower than that of the special technician.
In the next step, Ministry of Human Resources and Social Security will guide enterprises from all walks of life to steadily and orderly promote the implementation of policies.