Notices

The website of the Shanghai Talent Evaluation & Identification Center was officially launched in March 2013.

Strictly Implementing Third-Party Certification Systems to Enhance Industry Credibility: Work Plan of the Center for 2014

Shanghai Talent Evaluation & Identification Center (abbreviated: the Center), as the nation's first independent third-party talent evaluation and identification institution, has been officially operating for nearly one year. Building on the pilot work of certificate verification in 2013, the Center's key tasks for 2014 are to focus on the following six areas: I. Overall Work Approach for 2014 In 2014, the Center's guiding principle is to fully implement the spirit of the Third Plenary Session of the 18th CPC Central Committee and the requirements of competent government authorities, center on the overall goal of serving economic transformation and ensuring independence, fairness, and impartiality, further strengthen certificate verification development, establish and improve a scientific system with third-party evaluation and identification characteristics, effectively improve quality and efficiency, build a high-caliber team leading the development of the talent evaluation and identification industry, and achieve the goal of striving for two years and exceeding expectations. Through comprehensively deepening reform, theoretical innovation and institutional innovation based on practice must be promoted. In 2014, the main business development approach is to summarize the achievements of 2013, build on strengths and address weaknesses, continue to promote successful experience, deeply analyze causes and solutions for difficulties encountered, focus on key projects, important links, and reform of personnel mechanisms to achieve new breakthroughs, form a batch of replicable and promotable new projects, further optimize the authorization-based operating model, achieve economic development goals of visible annual improvement and major change within three years on the basis of improved quality and efficiency, expect total revenue in 2014 to increase by about one-fold compared with the previous year, strive for a two-fold increase, and complete annual work and economic targets. II. Summarize Previous Year's Work and Continue Existing Business 1. Third-party talent evaluation services Talent evaluation is an important part of the talent development mechanism and a prerequisite for talent resource development, management, and utilization. Establishing a scientific classified talent evaluation mechanism is important for establishing correct employment orientation, encouraging talent career development, stimulating innovation and entrepreneurship, and accelerating the building of a talent-strong country. To innovate talent evaluation mechanisms and leverage the guiding role of talent evaluation, the CPC Central Committee has issued opinions on advancing classified reform of talent evaluation mechanisms in areas such as evaluation standards and methods. China implements classified evaluation of science and technology talent and establishes evaluation and incentive mechanisms oriented toward capability and contribution. For personnel engaged in basic and frontier research, applied research, achievement transformation, and other activities, classified evaluation standards and methods shall be improved, emphasizing capability and performance. For science and technology talent engaged in basic research, medium- and long-term goal orientation shall be emphasized, representative work review shall be promoted, evaluation focus shall shift from quantity of research outputs to research quality, original value, and actual contribution, and scientists shall be allowed to adopt flexible working methods for scientific research. For talent engaged in applied research and technology development, market verification and user evaluation shall be emphasized. For talent engaged in achievement transformation, assessment shall focus on technology transfer capability and the economic and social impact of research outcomes. 1.1 Implement classified evaluation. Based on characteristics and responsibilities of talent in different occupations, positions, and levels, combine commonality with specificity, performance with development potential, qualitative with quantitative evaluation, and establish scientific, reasonable, and differentiated talent evaluation standards covering integrity, knowledge, capability, performance, and contribution. Accelerate development of evaluation standards for emerging occupations. Establish a dynamic update and adjustment mechanism for evaluation standards. 1.2 Emphasize integrity evaluation. Uphold both virtue and ability, make integrity the primary content of talent evaluation, strengthen assessment of scientific spirit, professional ethics, and conduct, promote honesty and trustworthiness, strengthen social responsibility, resist undesirable tendencies such as impatience and short-termism, and strictly address falsification and academic misconduct. Improve the integrity system for talent evaluation, establish records and disciplinary mechanisms for trustworthy conduct and breach of trust, and explore an evaluation exit mechanism based on moral conduct and integrity. 1.3 Set scientific evaluation standards. Evaluate talent based on capability, actual performance, and contribution, overcome tendencies to rely solely on academic credentials, seniority, or publications, and focus on professionalism, innovation, performance of duties, innovative achievements, and actual contributions. Address one-size-fits-all evaluation standards, reasonably set and use indicators such as publications, monographs, and impact factors, implement differentiated evaluation, and encourage talent to contribute and pursue excellence in different fields and positions. 2.1 Leverage multiple evaluation entities such as government, markets, professional organizations, and employers, and accelerate establishment of scientific, socialized, and market-oriented talent evaluation systems. In accordance with requirements for social and industry recognition, establish industry evaluation mechanisms based on peer review, introduce market evaluation and social evaluation, and leverage multiple evaluation entities. Basic research talent shall mainly be evaluated through peer academic review, with strengthened international peer review. Applied research and technology development talent shall emphasize market evaluation by users, markets, experts, and other relevant third parties. Enrich evaluation methods and scientifically and flexibly adopt examinations, reviews, combined assessment and evaluation, appraisal certification, personal work reports, interview defenses, practical operations, and performance presentations to improve targeting and precision. Strengthen construction of expert review databases and establish evaluation responsibility and credibility systems. Appropriately extend evaluation cycles for basic research talent. 2.2 Set scientific evaluation cycles. Follow growth and development patterns of different types of talent, set evaluation cycles scientifically and reasonably, combine process evaluation with outcome evaluation and short-term evaluation with long-term evaluation, avoid overly frequent assessment, explore term-based evaluation systems, emphasize medium- and long-term goal orientation, appropriately extend evaluation cycles for basic research talent and young talent, and encourage sustained research and long-term accumulation. 2.3 Improve talent evaluation channels. Further remove restrictions related to household registration, region, ownership, identity, personnel relations, and similar factors, rely on qualified industry associations, professional societies, and public talent service institutions, and improve application and evaluation channels for talent in non-public economic organizations, social organizations, emerging occupations, and other fields. Establish green evaluation channels for introduced overseas high-level talent and urgently needed scarce talent. Improve application and evaluation methods for foreign talent and talent from Hong Kong, China, Macao, China, and Taiwan. 2.4 Promote organic linkage among talent evaluation, project review, and institutional assessment. In accordance with requirements to produce both outcomes and talent, strengthen talent evaluation in reviews and assessments of engineering projects, science and technology programs, institutional platforms, and similar matters, improve mechanisms for evaluating and identifying talent in major scientific research, engineering projects, and demanding tasks, deepen reform of project review, talent evaluation, and institutional assessment, establish correct evaluation orientation, streamline and integrate review matters, cancel or delegate matters, optimize layouts, simplify procedures, improve methods, reduce burdens on talent, avoid simply evaluating talent by titles from talent programs, strengthen sharing of evaluation results, and avoid multiple, frequent, and repetitive evaluation of talent. II. Actively Develop Evaluation Projects and Cooperatively Establish Evaluation Standards The Center's functions include talent evaluation, project evaluation, and industry evaluation. However, because the Center's business only began in 2013 and these evaluations are highly professional, it is urgent to establish and improve standards for talent evaluation, project evaluation, and industry evaluation; recruit professional evaluation technical talent; and develop scientific and rigorous evaluation processes. With a highly responsible attitude toward evaluation work and clients, the Center's evaluation priorities for 2014, based on client needs, are: 1. Actively introduce internationally advanced evaluation standards and high-level professional evaluation talent, and develop talent evaluation, project evaluation, and industry evaluation services. 2. Cooperate with renowned domestic and overseas talent evaluation institutions, adopt joint development, partial authorization, and cooperative operation, explore evaluation rules suited to China's conditions, continuously summarize experience, gradually establish and improve industry evaluation standards in three key areas through practice, and formulate and improve operating procedures for talent evaluation, project evaluation, and industry evaluation in China. 3. Actively create conditions and participate at appropriate times in preparing to establish the Shanghai Talent Training Industry Association, building a talent training industry platform in Shanghai, China's four-center metropolis. III. Reform Internal Management and Assign Responsibility Directly to Position Holders In 2014, strengthen assessment of employees' job responsibilities, work objectives, and economic targets, adjust employee benefits, replace the previous egalitarian salary system, ensure responsibilities and compensation are properly matched, measure existing workloads, refine workload details, distribute responsibility systems, assign dedicated personnel to each task, and make every task traceable to responsible persons. Change the current situation where everyone is responsible but no one is accountable, and truly balance responsibility, authority, and benefits. The Center requires human resources that are young, professional, diligent, and dedicated. Based on the principle of fewer but better positions, existing positions urgently need to be redesigned with clear job responsibilities. In 2014, the Center will reform its current personnel system and pilot a requirement that all personnel reapply for positions in accordance with the 2014 Shanghai Talent Training Market Position Settings and Job Responsibilities. Contracts shall be signed for one year, or six months for rehired retired or laid-off employees. (II) Implement Economic Target Responsibility Systems or Position Performance Assessment Systems In 2014, management positions at the Center shall uniformly pilot economic target responsibility assessment and position performance assessment. (III) Select Qualified Institutions, Create Conditions, and Expand Market Services In 2014, the Center plans to select one or two institutions among outstanding service acceptance offices from 2013 for cooperation, actively develop market services for verification of various valid certificates, resolve certificate verification issues for lawful certificate holders and employers, address legacy issues in international academic credential authentication, and resolve valuable institutional evaluation issues.

Year-End Work Summary of the Center for 2013

The Shanghai Municipal Modern Talent Evaluation and Identification Service Center (abbreviated as the Center) officially began accepting applications in March 2013. Under the direct leadership of the Center Director and through the efforts of all staff, the Center has achieved steady progress in its work. This report reviews the Center's work over the past 9 months, identifies shortcomings, and aims to achieve better results in 2014.

Notice of the Ministry of Human Resources and Social Security on Publishing the National Professional Qualification Catalog

To the People's Governments of all provinces, autonomous regions, and municipalities directly under the Central Government, and to all ministries, commissions, and directly affiliated institutions of the State Council: In accordance with the State Council's deployment to streamline administration, delegate powers, integrate regulation and services, and optimize services, and to further strengthen supervision and services for the establishment and implementation of vocational qualifications, the Ministry of Human Resources and Social Security has formulated the National Vocational Qualification Catalog. With the approval of the State Council, the Catalog is hereby published.

Ministry of Human Resources and Social Security Issues Opinions on Reforming and Improving the Skills Talent Evaluation System

To implement the Guiding Opinions on Classified Reform of the Talent Evaluation Mechanism and other documents, and in accordance with the State Council's requirements for advancing the reform of streamlining administration, delegation of powers, and improving services, the Ministry of Human Resources and Social Security recently issued the Opinions on Reforming and Improving the Evaluation System for Skilled Talents (hereinafter referred to as the Opinions). The Opinions clarify that the evaluation system for skilled talents shall be improved to form a scientific, socialized, and diversified mechanism; reforms shall be deepened, evaluation shall be diversified, scientific fairness shall be upheld, and application-oriented principles shall be followed;