What is the difference between the old and new "Grade 8 workers"?

To smooth the career development channel of skilled personnel, the Ministry of Human Resources and Social Security recently introduced a new vocational skills level system for skilled personnel. The new system will further improve the skill level settings and break the "ceiling" of career development of skilled personnel. At the same time, the establishment of a job performance pay system to match the sequence of vocational skill levels, to achieve more work, and more skilled people.

Recently, the Ministry of Human Resources and Social Security issued the "Opinions on Improving the Vocational Skill Grading System for Skilled Personnel in the New Era (for Trial Implementation)" (hereinafter referred to as "Opinions"), announcing the extension and development of the original "five levels" skill grading into the new "eight levels" system.

The new "eight levels of workers", i.e., apprenticeship under junior worker, intermediate worker, senior worker, technician, and senior technician, and the addition of special technician and chief technician above. What is the difference between the new "Grade 8" and the "Grade 8" system in the 1950s? Why do we need to introduce the new "Grade 8"? How will the new system be implemented? The reporter interviewed the person in charge of the Ministry of Human Resources and Social Security and experts in the field.

What is the difference between the old and new "Grade 8 workers"?

The evaluation system of skilled personnel in China started with the "Grade 8" system in the 1950s, and the old "Grade 8" system was established in 1956. The old "Grade 8 Worker" system is a pay scale system, which corresponds to the skill level and pay level from Grade 1 to Grade 8." Chen Li Xiang, vice president of the China Society of Vocational and Technical Education, said that the old "Grade 8" system had played an important role in mobilizing the enthusiasm of skilled workers, enhancing their sense of social honor, and creating a group of highly skilled talents.

What is the difference between the new "Grade 8 Worker" and the old "Grade 8 Worker"? The interviewed experts stressed that the new "Grade 8" system is not a simple replica of the old "Grade 8".

"Under the new 'Grade 8' system, the skill level is no longer an appendage of the wage standard, but a yardstick to independently measure the technical ability of workers." Fan Wei, a researcher at the China Academy of Personnel Science, said that the new "eighth-grade worker" reflects more objectively the skill level and position of skilled personnel, and is linked with salary incentives, welfare treatment, and career development.

Xiang said that the old and new "eight levels of work" are similar in form but not in spirit, and the new "eight levels of work" to adapt to the needs of high-quality development and reconstruct the new vocational skill level system to strengthen the construction of skilled personnel in the new era. Specifically, the "Opinions" clearly put forward, will promote the vocational skills level to identify the results of the effective connection with the use of jobs. The "Opinions" encourage employers to combine employment needs, according to the results of vocational skills level determination reasonable arrangements for the use of skilled personnel, the implementation of the appointment management system, in the employment of positions to achieve the ability to move up and down.

In terms of job performance, the "Opinions" refers to the establishment of a job performance wage system that matches the sequence of vocational skill levels (positions). By setting up wage units reflecting the value of technical skills in the wage structure, or setting up separate skill allowances according to the vocational skill level, etc., the wage level of skilled personnel will be reasonably determined to realize that those who work more will get more and those with higher skills will get more.

Why implement the new system

Why do we need to implement the new "Grade 8" system?

According to the introduction, after the reform and opening up, with the reform of the labor and personnel system and the establishment of the socialist market economy system, the influence of the technical level of industrial workers on the wage structure gradually weakened. Since the distinction of "eight grades of workers" was not obvious, in the 1980s, the system of "eight grades of workers" was simplified to three grades: junior, middle and senior, and later two technical positions of technician and senior technician were added.

Liu Kang, director of the Department of Vocational Ability Construction of the Ministry of Human Resources and Social Security, said that the current five skill levels have played an important basic role in promoting the work of skilled personnel. However, this level setting is still not sound, and there is a "ceiling" problem for the development and promotion of skilled personnel. At the same time, the evaluation results are not closely related to the salary, so the skill level is not well reflected in the salary.

At the same time, there is a growing demand for skilled personnel in society. By the end of 2020, the total number of skilled personnel in the country exceeded 200 million, among which the total number of highly skilled personnel exceeded 60 million. However, from the perspective of China's employment and economic development needs, the total number of existing skilled personnel is still lacking. Especially in recent years, as China's development quality and efficiency continue to improve, the economic structure continues to adjust, the industrial structure continues to transform and upgrade, and the demand for highly skilled personnel is increasingly strong.

To attract more workers to take the path of skills to become a talent, skills for the country, thereby alleviating the shortage of skilled personnel, the need to create an institutional environment conducive to the growth and role of skilled personnel. "In this context, the introduction of the new 'eighth-grade worker' system is to smooth the development channel of skilled talents, improve their treatment level and optimize the growth environment of skilled talents." Liu Kang said.

Xiang said, a person works in a position for a long time, such as no promotion and development channels, it is difficult to maintain sustainable enthusiasm for work. The new "eight levels of work" system gives people who need to promote their skills the opportunity to get a skills evaluation, which is conducive to achieving more work and more pay for those with higher skills.

For example, some artisan talents in their early 30s encountered a growth "ceiling" after becoming senior technicians. "The 'five levels' become 'eight levels, and the higher growth steps will motivate them to keep moving up." Chen Li Xiang said.

At the same time, the new "eight levels of work" system and career development through the interaction of relevant policies, will greatly expand the growth of skilled personnel space. Fan Wei, for example, introduced that the Ministry of Human Resources and Social Security had issued the "Guidelines on Salary Distribution for Skilled Personnel". The introduction of the new "eight-grade work" system is conducive to promoting the implementation of the "Guidelines on Salary Allocation for Skilled Talents" and strengthening the incentive orientation of skill value in salary and income allocation.

How to implement the new system

Next, how to make the new "eight levels of workers" system into practice? Liu Kang introduces that the new "eight-level worker" system will be put into practice mainly by improving the occupational standard system and implementing classification assessment and evaluation.

Improve the occupational standard system. Liu Kang introduced, will establish, and improve the multi-level, interconnected, internationally comparable occupational standard system composed of occupational standards, evaluation norms, special vocational ability assessment norms, etc., to meet the needs of the skills evaluation.

Implementation of classification assessment and evaluation. The "Opinions" clarifies that employers and social assessment organizations should be based on the work characteristics of different types of skilled personnel and the implementation of classification evaluation. For technical skill talents, highlight the requirements of practical operation ability and solving key production technology problems; for knowledge skill talents, highlight the requirements of mastering the use of theoretical knowledge to guide production practice and creative work; for composite skill talents, highlight the requirements of mastering multiple skills and engaging in complex work of multiple jobs.

Specifically, the apprenticeship appraisal, by the employer in its study under the master and after the completion of the probationary period, according to the relevant requirements of the unit. Students participating in the new apprenticeship system of enterprises with Chinese characteristics are assessed and graded according to the training objectives.

Elementary workers, intermediate workers, senior workers, technicians, and senior technician level assessment is the main body of skills assessment and evaluation, by the employer and social training evaluation organizations by occupational standards and relevant regulations, to encourage support for the adoption of competition instead of evaluation. Chief technicians and special technicians should generally be set up in the field of occupation (job) with the senior technicians, through the assessment and appointment, and the implementation of the post-appointment system. Special technician appraisal and recruitment work should be gradually expanded based on the first pilot in the field of engineering technology, the chief technician in principle from the special technician.

"Next, will be a steady and orderly implementation of the special technician, chief technician appraisal, and recruitment work, not to engage in the universal promotion of senior technicians." Liu Kang stressed.

Sound incentive mechanism for highly skilled personnel. Cui Qiu Li, former Party Secretary of Shandong Labor Technician College, introduced the Opinions to further clarify that personnel employed to the post of special technician will enjoy the same treatment compared to those with senior titles; the remuneration package of chief technician can be determined concerning senior management, thus making a baseline and reference system for the treatment of skilled personnel.

"The next step, we will guide local enterprises in various industries to promote the implementation of the policy in a steady and orderly manner." The future will continue to promote the improvement of the career prospects of skilled personnel and attract more workers to join the ranks of skilled personnel.