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上海市水产研究所是一所从事水产动物养殖、环境资源保护及相关学科等应用性科学研究、技术开发及推广的研究单位,现有专业技术人员114名。在人事制度改革过程中,创立了一套“以搞好正常评审为主线,以搞活内部评聘为补充,以增强制约机制为后盾”的评聘新模式。近五年来,采取了高聘、低聘、缓聘、解聘、停聘等一系列举措搞活专业技术职务评聘,仅通过“低职高聘”的专业技术人员就有23名,其中包括初级高聘中级11名,中级高聘副高级的11名,高聘后通过正常评审晋升职称的7名,取得了很好的效果。本文根据几年来的实践探索,就“低职高聘”问题谈点个人的体会和思考,以求教于同仁志士。
Shanghai Fisheries Research Institute is a research institute engaged in applied scientific research, technology development and promotion of aquatic animal breeding, environmental resource protection and related disciplines, with 114 professional and technical personnel. In the course of the personnel system reform, a new model of appraisal and appointment was set up, with the main line of doing normal appraisals as the main line, invigorating the internal appraisal and recruitment as the supplement, and strengthening the restrictive mechanism as backing. In the past five years, a series of measures such as high-employment, low-employment, slow-employment, dismissal and suspension have been used to invigorate and reward professional and technical positions. There are 23 professional and technical personnel only through “ Eleven mid-level hiring, mid-level hired senior vice 11, after hiring through the normal assessment of the promotion of seven titles, and achieved good results. Based on a few years of practical exploration, this article talks about personal experience and thinking on the issue of ”hiring for lower vocational education" to seek advice from my colleagues.