It was learned from the Shanxi Provincial Department of Human Resources and Social Security that the "Action Plan on Strengthening the Construction of High-Skilled Talent Team in the New Era" (hereinafter referred to as the "Action Plan") was released, clarifying a series of goals and tasks, and proposing the implementation of the "New Eighth Level Workers" occupation The sequence of skill levels (positions) broadens the career development channels for skilled talents.
The "Action Plan" proposes that by the end of 2024, the proportion of skilled talents in Shanxi Province's employed population will reach more than 33.5%, and the proportion of highly skilled talents in skilled talents will reach 31.5%. By the end of the "14th Five-Year Plan" period, we will strive to achieve 35% of the employed population with skilled talents, and 1/3 of highly skilled talents with skilled talents. By 2035, the scale of Shanxi Province's skilled talents will continue to expand and their quality will be greatly improved. The number and structure of highly skilled talents will be consistent with the requirements for basically realizing socialist modernization.
In order to achieve the above goals, the "Action Plan" deploys 13 action tasks, covering many aspects such as the training, use, evaluation, and motivation of high-skilled talents.
In terms of increasing training efforts, it emphasizes the need to improve the high-skilled talent training system with the participation of all social parties, and build a training model with industry enterprises as the main body, vocational schools as the basis, and a combination of government promotion and social support. At the same time, focusing on the major strategies, major projects, major projects and key industry needs of Shanxi Province, we vigorously implement the high-skilled leading talent training plan, deepen the integration of industry and education, and school-enterprise cooperation, carry out order-based training, package training, and innovate school-enterprise dual-training. Training methods include system-based, school-in-factory, and factory-in-school. In addition, the role of vocational schools as the "main front" for cultivating high-skilled talents will be brought into play, the layout of vocational education and professional settings will be optimized, and high-skilled talent training resources will be integrated to ensure service supply.
In terms of improving the use system, enterprises are required to set up skills allowances, team leader allowances, apprenticeship allowances, etc. to encourage highly skilled talents to use their skills on the job, manage teams, and teach apprentices to teach skills. At the same time, the "technician + engineer" team cooperation model is implemented to give full play to the innovative capabilities of highly skilled talents in scientific research and technological research. In addition, we will also improve the skill factor participation distribution system and establish a skilled talent salary distribution system based on job value, ability, quality and performance contribution, so that those who work more will get more, and those with higher skills will get more.
In terms of improving the evaluation mechanism, it is proposed to implement the "new eight-level worker" vocational skill level (position) sequence, and add special technician and chief technician technical positions (positions) to the occupations (types of work) with senior technicians, and add special technicians and chief technicians to junior technicians. Apprenticeships will be added to the workforce to form a sequence of apprentices, junior workers, intermediate workers, senior workers, technicians, senior technicians, special technicians and chief technicians, and the career development channels for skilled talents will be broadened. At the same time, we should improve the professional standards system and evaluation system, and improve the evaluation system of skilled talents that is oriented by professional abilities and focused on work performance. In addition, the identification of vocational skill levels will be intensified, and qualified enterprises will be encouraged to independently conduct vocational skill level evaluations of skilled talents, and restrictions on education, seniority, age, proportion, etc. will be broken, and front-line employees with high skills and outstanding performance will be directly recognized as senior Vocational skill level above workers. In terms of establishing an incentive mechanism, we will increase the intensity of recognition and rewards for high-skilled talents, and establish a recognition and reward system for high-skilled talents with national recognition as the guide, industry enterprise rewards as the main body, and social rewards as the supplement. At the same time, we will improve the incentive mechanism for highly skilled talents, strengthen political guidance and political recruitment of skilled talents, and provide benefits such as medical care, national conditions training, vacations and recuperation.
Shanxi Province requires that the dynamic adjustment mechanism for vocational skills training subsidy standards be improved. Enterprises must withdraw and use employee education funds in full in accordance with regulations, with more than 60% used for front-line employee education and training. Implement the pre-tax deduction policy for enterprise employee education funds. For employee education expenses incurred by enterprises, the part that does not exceed 8% of total wages and salaries is allowed to be deducted when calculating the taxable income of corporate income tax; the excess part is allowed to be settled in subsequent tax years. transfer deduction. Give full play to the role of education funds and various types of funds to vigorously support the development of vocational education.
