Revise the evaluation conditions of each series of professional titles, establish multi-dimensional evaluation indicators that reflect ideological and moral character, professional ethics, professional ability, technical level, academic influence, innovation effect, decision-making consultation, personnel training, public service, etc., and form a professional title evaluation standard that is conducive to professional and technical personnel's research and innovation. Promote classified evaluation, and include new occupations such as big data, blockchain, cloud computing, integrated circuits, artificial intelligence, technology brokerage, and creative design into the scope of job title evaluation. Dynamically adjust specialty settings, and support all localities and units to set up new recognized majors around strategic development needs, industrial development needs, characteristic industries and key industrial chains.
2. Scientific requirements for papers and scientific research achievements.
Establish a "menu-style" evaluation index system, and change the "required choice" of papers into "multiple choice" of results. Practical title series does not take papers as the main index and rigid requirement for reporting and evaluation; Professional and technical personnel in research series pay attention to the evaluation of original contribution, academic influence and research ability, and downplay the number of papers; Highlight work performance evaluation, guide professional and technical personnel to focus on their jobs, love their jobs and work hard, and constantly improve their work ability and professional level. Promote the representative achievement system, as well as the achievements of standard formulation, technology promotion, technical scheme, innovation breakthrough, high-quality patent, achievement transformation, theoretical articles, think tank achievements, literary and artistic works, classroom teaching records, teaching plans, medical records and so on. Can be used as the title of reporting representative results. Further expand the scope and form of representative achievements in the evaluation of senior professional titles.
3. Reduce qualifications, incentives and other restrictive conditions.
Reasonable setting of academic requirements, for those who do not have the required academic qualifications and outstanding achievements, can be recommended by more than two peer experts with senior titles to make an exception; Part-time education and full-time education, vocational college graduates and ordinary school graduates at the same level enjoy the same treatment in the evaluation of professional titles; Party school correspondence education, according to the relevant provisions of national education, enjoy the corresponding academic qualifications related treatment; After graduating from intermediate class, advanced class and preparatory technician (technician) class in technical colleges, you can declare the existing series of titles according to the requirements of secondary school, junior college and undergraduate education respectively. It is a simple way to break away from the direct link between talent titles and rewards and job title evaluation, and does not take scientific research projects, the amount of funds, awards, the level of papers and periodicals, professional titles, professional titles and other standards as restrictive requirements.
4. Smooth all kinds of talent title evaluation channels.
Broaden the green channel for the evaluation of professional titles of high-level talents and special talents, and directly declare senior professional titles by means of "one thing, one discussion" and "one person, one policy". Returned overseas students, exchange party and government organs or personnel who have been transferred to enterprises and institutions to engage in professional and technical work, when applying for professional titles for the first time after working in enterprises and institutions, can refer to the evaluation criteria of similar personnel and directly declare the corresponding professional titles according to their working years, academic qualifications and academic achievements. Explore the implementation of the declaration and recommendation system and special measures for professional and innovative "little giant" enterprises in special fields such as national defense science and technology. Carry out "targeted evaluation and targeted use" of professional and technical personnel at the grassroots level, and encourage talents to make contributions at the grassroots level. Improve the special evaluation of private economic organizations, and evaluate and reserve more outstanding talents for private enterprises.
5. Give play to the main role of the employer.
Decentralize the authority of title evaluation in an orderly manner, grant the right of title evaluation to qualified employers for the record, and support the national laboratory to carry out independent evaluation of senior titles. Units with the right to evaluate professional titles shall formulate professional title evaluation standards in combination with objectives and tasks, job responsibilities, performance appraisal and other classifications; Encourage a variety of evaluation methods to identify talents and promote the combination of evaluation and use; State key laboratory, national technology innovation center, leading enterprises in science and technology, leading enterprises in the industry, etc. You can recommend the technical person in charge of your unit to directly evaluate and hire titles of corresponding levels, and adopt a more flexible mechanism for evaluating and hiring titles. Strengthen the responsibility of the employer to review and recommend, and be responsible for the authenticity of the candidate's morality, ability and performance.
6. Promote the digitalization of professional title evaluation
Build a database of professional title evaluation performance files, improve the function of professional title system to directly obtain the learning results of public subjects, speed up the electronic progress of historical professional title certificates, and no longer require applicants to provide paper application materials unless necessary, so as to realize "paperless" professional title evaluation. Explore the establishment of online quantitative scoring system, reasonably set the score ratio of each evaluation link, and establish a more scientific, accurate and fair professional title evaluation mechanism. Implement digital supervision, improve the risk early warning function of various performance results, and build a negative list database of performance carriers and a database of employers and applicants' integrity files. Explore the positive empowerment of job title evaluation, regard the honesty and trustworthiness of applicants and employers in job title evaluation as an important credit rating index for applying for financing, and encourage financial institutions to provide financial credit support for applicants and employers with good credit to innovate and start businesses.
7. Optimize professional title evaluation management services.
Improve the peer review mechanism, establish a professional and self-disciplined professional title review Committee, and carry out fair, representative and authoritative peer review; Support the jury to actively explore ways such as academic Committee identification and introduction of third-party agency evaluation to improve the quality and credibility of professional title evaluation. Standardize the management of evaluation experts, establish systems such as recommendation selection, training and assessment, credit record and withdrawal from punishment, strengthen the construction of professional title evaluation expert database, and build an evaluation index system for evaluation experts. Strengthen filing guidance, management, information disclosure and data monitoring. , smooth channels for reporting complaints, take the initiative to accept social supervision, and create a clean and honest professional title evaluation environment.