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Without “permanent card”, perfect exit mechanism, Ministry of Education streamline and integrate various talent programs
The Ministry of Education recently issued a notice on “Various opinions on the correct understanding and regulation of the use of talent titles in colleges and universities”, in which it requested that the “only hat” trend be reversed and that talent titles returned to being academic and honorary.
Without a “permanent card” for talents, winners do not enjoy academic privileges
The “Opinions” emphasize that the talent title is a mark given to talents in the process of implementing the talent plan or project. It is a full affirmation of academic achievement, contributions, and influence of talents. It is not a “permanent card” tag for talents. It is not a standard for ranking talents and winners do not enjoy academic privileges.
Don’t equate high-level talents with talent title winners, don’t use talent titles as the sole basis for evaluating talents and academic resource allocation, and don’t just evaluate the effectiveness of talent team building in function of the number of talent title winners, and reverses the use of “hats” as an engine to develop talents Bad team tendencies.
At the same time, from the perspective of the winner of the talent title in the universities, it is emphasized that the first identity is the teacher. It is necessary to take into account the mission of educating people for the party and the country, and implement the fundamental task of cultivating talents throughout the educational and teaching process.
In principle, the plan to optimize talents in the field of education is no longer new.
The “Opinions” proposed to promote the reform of the talent plan. It is necessary to streamline various talent plans in the educational field and optimize and integrate the original talent plans, those with similar levels, similar measures and similar strengths will not be repeated and in principle new ones will not be created. In implementing the talent plan at the same level, colleges and universities should avoid repeated referral of candidates, and the same talent can only get one item during the plan support period.
It is necessary to carefully review the talent plan that is being implemented, clarify the positioning of the plan, improve the management system and strengthen management in accordance with the law, to avoid the phenomenon of only awarding talent titles and giving treatment but without an effective management evaluation. It is necessary to evaluate the effect of the implementation of the talent plan and finalize in a timely manner if the effect of the implementation is poor, repeated support and without substantive support measures.
Improve the withdrawal mechanism for talent titles
The job management of title-winning talents needs to be strengthened. Colleges and universities should strengthen contract management of talent title winners in accordance with laws and regulations, and establish and improve medium-term performance reports, appointment period evaluation systems, and major event reporting systems . Those who do not pass the evaluation will be treated in strict adherence to the regulations to strengthen the binding force of the contract. It is necessary to improve the part-time and part-time salary management system, and strengthen the supervision of “dual employment” and “multiple employment” of talents. It is necessary to improve the mechanism of withdrawal of the talent title. For those who fail to fulfill their job duties in accordance with relevant regulations or contractual agreements, terminate the contract and no longer support the plan; for violations of the ethics of teachers and other illegal activities, mandatory withdrawal and cancellation of the title and qualification, To carry out the talent plan you can enter and exit. If the support period has ended, in principle, the corresponding talent title will no longer be used, and the support period should be marked if really necessary.
In order to standardize the recruitment and introduction of talent in the universities, the “Opinions” propose specific measures in five areas.
Meet the suitability of talents and positions, and do not make the title of talents a rigid indicator.
The “Opinions” require colleges to accurately propose talent recruitment and job introduction requirements. It is necessary to adhere to the principle of matching talents to jobs, not using talent titles as a rigid indicator, and not issuing “clearly marked price” recruiting announcements for talent title winners. It is necessary to make general plans and make good use of national and foreign human resources, and not to use studies or work experience abroad (foreigners) as restrictive conditions for the introduction of talents.
Strictly comply with laws, policies and contractual agreements to hire and introduce talent. Hiring high-level talent is not allowed within the support period. Hiring and introducing full-time talent in violation of “no personnel files, flow procedures” or the establishment of new personnel files is prohibited. Talent achievements are strictly recognized by the signed unit and not accompanied by others. At the same time, it is emphasized that developed regions should not unilaterally recruit talent through competitive bidding with high wages and high wages, especially from the Midwest and Northeast regions. It is necessary to take full advantage of the role of the market mechanism and explore the establishment of a compensation mechanism for the early formation of the high-level talent stream. Encourage college talent award winners from the Central, Western, and Northeast regions to sign long-term service contracts with schools to assist in the implementation of national and regional development strategies.
In principle, non-academic thresholds such as age grades are not established.
The “Opinions” also propose a series of measures to cultivate and support diverse types of talents. Educational administrative departments and universities at all levels must provide adequate support to talents at different stages of development. Emphasizes the need for a general consideration of award-winning talent and other high-level talents to establish a school-specific talent training and support system. For those who obtain the talent title during the support period, implement support conditions and guarantees in accordance with policies and contracts; for other talents, complete specific and inclusive support measures. In principle, non-academic thresholds such as age and grades are not set to maximize creativity and vitality of talents. Increased efforts are needed to discover, train and utilize outstanding young talent, and provide stable, rich and diverse support over the long term.
