关于职称改革的新动向

发布时间：2018-03-23 05:18

本文选题：职称改革　切入点：专业技术职务管理　出处：《黑龙江粮食》1995年02期 　论文类型：期刊论文

【摘要】：正职称改革从1986年开始实施专业技术职务评聘工作以来,取得了令人瞩目的成绩,但也存在着一些问题。一是制度不够完善。特别是人才评价与工资的待遇挂钩过紧,扭曲了评价的科学性和公正性。把资格和职务混为一体,造成了人才密集单位的很多人失去评价的机会,而人才缺乏的地方又降格以求,引发了一系列矛盾和问题;二是评审条件不硬化,各系列的特点不明晰,忽视了系列之间的区别和特点。在评价条件上,呈现两硬(学历、资历)两软(水平、业绩),使有学历、有资历但业绩平平的人,能顺利通过评审;而学历资历差一些,但业绩较强的人,则难以通过,降低了评价质量,导致在评价中论资排辈;三是管理方法不够科学。宏观控制不力,微观管得过细
[Abstract]:The reform of professional title has made remarkable achievements since the implementation of the evaluation of professional and technical posts in 1986, but there are also some problems. One is that the system is not perfect enough. In particular, the evaluation of talents is too tightly linked to the pay of wages. It distorts the science and fairness of evaluation. By mixing qualifications and positions, many people in the talent intensive units lose the opportunity of evaluation, and the lack of talents reduces the scope to seek, which leads to a series of contradictions and problems. Second, the evaluation conditions are not hardened, the characteristics of each series are not clear, and the differences and characteristics among the series are ignored. In terms of evaluation conditions, there are two hard (academic, seniority) two soft (level, performance), so that people with academic qualifications, qualifications but mediocre performance, Can pass the appraisal smoothly; but the person that the education qualification is inferior, but the achievement is stronger, it is difficult to pass, reduced the evaluation quality, has led to rank in the evaluation; third, the management method is not scientific enough. The macroscopic control is weak, the microscopic management is too small
【作者单位】：黑龙江省粮食局职改办!150020 黑龙江省粮食局职改办!150020
【分类号】：C975

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