Wages for Professional and Technical Post in Institution
Professional and technical positions were divided into 13 levels. The salary for the first level was 6770 yuan, the second level was 1900 yuan, the third level was 1630 yuan, the fourth level was 1420 yuan, the fifth level was 1180 yuan, the sixth level was 1040 yuan, the seventh level was 930 yuan, the eighth level was 780 yuan, the ninth level was 730 yuan, the tenth level was 680 yuan, the eleventh level was 620 yuan, and the twelfth level was 590 yuan. The salary for the thirteenth level technician was 1585 yuan. The salary scale was divided into 65 levels, and the specific standards were similar to those of management positions. Read more exciting novels for free
Chengdu Medical Institution Post Wages
There were differences in salary between different medical institutions. For example, for the positions of 5000 - 9999 medical department chiefs in Chengdu, the monthly salary of 100% of the positions was 10 - 15K, and the annual salary was 120,000 - 180,000. In Chengdu's medical department, 52.1% of the positions had a monthly salary of 6K-15K and an annual salary of 7K-18K. The salary varied according to the degree and experience. The salary for a technical secondary school degree was about 4K, and the salary for one to three years of experience was about 6K. In addition, the basic salary of career staff was 3700 yuan, and there was a 400 yuan subsidy for going to the countryside. The performance was 1675 yuan. However, the salary was also affected by many factors. The specific salary of the post had to be determined according to the actual situation of the post. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Standard for the Grading and Post of Professional and Technical Personnel in Public Institution
1. ** Bachelor's degree graduation, promotion and rank ** - Generally, there was a one-year internship period. After the internship period, the salary was usually set at level 12 and level 7. After becoming a full-time employee, he would be promoted to level 1 salary every year. After 3 years, if there is a Level 11 vacant position, you can be promoted to a Level 11 position. After 4 years, if there is a Level 10 vacant position, you can be promoted to an intermediate Level 10 position. If there is no vacant position, you can only stay in a Level 12 position. However, the salary level is not restricted by this and you can be promoted every year. 2. ** Master's degree graduate, promotion and rank ** - Generally, the internship period was one year (half a year in some places or units, and the policies varied in different places). After becoming a full-time employee, they would usually set the salary for the junior level 11 position and the salary for the level 11 salary scale. After becoming a full-time employee, he would be promoted to level 1 salary every year. After 4 years, if there is an Intermediate Level 10 vacant position, you can be promoted to an Intermediate Level 10 position. If there is no vacant position, you can stay in a Level 11 position and your salary will be promoted every year. 3. ** Ph.D. student graduation, promotion and rank ** - Eight months after graduation, you can become a full-time official (policies vary from place to place). Under normal circumstances, the salary of an intermediate level 10 position would be directly set, and the salary of a level 14 position would be set. In addition, for new recruits who have work experience in other institutions other than first-time employment students, they can refer to their qualifications, length of service, professional titles, professional qualifications, and work experience, and determine the post level according to the same conditions of the unit. If the recruitment position clearly stated the level of the position, it would be determined according to the level written in the recruitment position. For those who graduated from part-time bachelor's degree (adult education, TV University, national development, self-study, online education), they could not be directly recognized as assistant titles. They had to apply for junior titles. When they became full-time, they could only be appointed as professional technicians at level 13. Only after obtaining the junior title certificate could they be hired as professional technicians at level 12. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
How to test the professional and technical personnel of the institution
The examination content of professional and technical positions in public institutions could be basically divided into the following categories: "The first type: only one subject. The examination subjects are public basic knowledge, comprehensive basic knowledge, and comprehensive ability test. However, some areas would contain very professional knowledge. For example, before the recruitment of medical staff in Wuhuan, although the examination subject was "public foundation," the actual examination was the content of public foundation + medical foundation. Therefore, they had to review according to the specific situation and could not blindly believe the examination subject in the announcement. The second category: Take two subjects, participate in the national joint examination or set questions according to the national joint examination outline, and take the comprehensive application ability + professional aptitude test, which is divided into the BCDE-type (Class A is not a professional technical post). Review according to the corresponding subjects, but you must also pay attention to possible traps. For example, the public institution in Gucheng, Xiangyang, Hubei Province, was recruiting teachers. The announcement was written on comprehensive application ability + professional aptitude test, but in fact, it was public basic knowledge + comprehensive education knowledge. The third type was to take two subjects or one subject and not participate in the national joint examination. These types basically had their own examination outline, and the examination content usually did not exceed the scope of the general examination. Generally, one would be tested for a comprehensive or public foundation + professional knowledge (only professional knowledge would be tested for one subject). Professional knowledge was generally divided into two categories: medical and teaching. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
What are the professional and technical personnel of a public institution?
The professional and technical personnel in the public institution belonged to the staff of the public institution. They used the establishment of the public institution and were a category of posts set up by the public institution. They enjoyed the salary and benefits of the public institution. They were mainly engaged in professional technical work and had corresponding professional technical level and ability requirements. They were managed in accordance with the personnel management regulations of public institutions and the implementation measures for the establishment of posts in public institutions. They had to participate in the recruitment examination of public institutions and were hired in accordance with the regulations of the personnel management system of public institutions. These people were concentrated in the fields of education, medical care, scientific research, and professional and technical positions in some institutions. They took the professional and technical route and relied on the examination and evaluation of professional titles to seek promotion. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Are the professional and technical personnel of the public institution a cadre?
In a public institution, management and professional technical personnel were considered as officials, while workers were considered as public workers. Therefore, the professional and technical personnel of public institutions were considered to be cadres, but they were only technical cadres, not administrative cadres. However, being a cadre was more of a title. A technical cadre also had the opportunity to become an administrative cadre. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Is there a chance to promote a professional post in a provincial institution?
There was a chance to promote the specialized technical posts in provincial institutions. The promotion system for specialized technical posts was relatively complete. Except for the first-level and second-level posts, which were controlled by the national level, the posts below the third level were basically controlled by the provincial human resources and social security department. For example, to be promoted to a third-level post, one must have worked in a fourth-level post for more than five years, and a fifth-level post must have worked in a sixth-level post for more than three years. For the first time, one must have worked in a eighth-level post for more than eight years. However, in addition to the age requirement, the promotion of a professional post also needed to consider whether there were any vacancies and whether they had the corresponding qualifications. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The professional and technical personnel of the institution fill in the resume of the cadre
The resume of the cadre was an important part of the personnel file, which was formulated and printed by the Central Organization Department (such as the 1999 version). For the professional and technical personnel of public institutions, filling in the resume of the cadre was of great significance. In terms of filling in the content, it mainly covered the basic information of the individual (such as name, gender, nationality, birthplace, etc.), work experience (specific to the month), study resume, rewards and punishments, political activities, and the main members of the family. One of the more important parts was personal learning and work experience. The main way to record work experience was to fill in the resume of a cadre. This information was stored in the form of a file. It was the source of information for job promotion, title evaluation, and calculation of seniority. It was also an important basis for proving the identity of a cadre. If there was a lack of a cadre's resume in the file, it meant that the file information was incomplete and needed to be supplemented in time. For new employees in public institutions, after becoming a full-time employee, they had to fill in the cadre resume seriously and responsibly, because the contents would be recorded in the file. These file materials were important information for the organization to understand the cadre and would accompany their career until retirement. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Working Age, Wages, Institution
In public institutions, the salary for different positions varied. Generally speaking, there were 65 salary scales for professional technicians and managers in public institutions, and 40 salary scales for workers. Each salary scale corresponded to a salary standard. The starting salary of each professional technical position was 39 for Level 1, 25 for Level 2 to Level 4, 16 for Level 5 to Level 7, 9 for Level 8 to Level 10, 5 for Level 11 to Level 12, and 1 for Level 13. The calculation standard of seniority salary was roughly as follows: 50 yuan per month for one year of continuous work; 100 yuan per month for two years of continuous work; 150 yuan per month for three years of continuous work; 180 yuan per month for four years of continuous work; after each additional year of continuous work, the monthly seniority salary would increase by 30 yuan according to the standard, with a maximum of ten years. It should be noted that the salary also consisted of basic salary (including post salary and salary grade salary), performance salary (divided into basic performance salary accounting for 70% and reward performance salary accounting for 30%), and subsidies. At the same time, the revision of the salary grade would involve many factors such as the number of years of service, the number of years of revision, etc. For example, the number of years of revision refers to the number of years of service before June 30, 2006 combined with the number of years of study in school excluding the number of years of service (the period must be deducted from the annual assessment since 1993 except for the probation period, regardless of the assessment grade or incompetent years). The salary and salary scale corresponding to different job titles were also different. For example, the salary of 10-level posts was 680 yuan according to the first-level teacher's job title, and the salary of 17-level salary was 341 yuan according to the number of years of service and the number of years of change (primary and secondary school teachers enjoyed a 10% increase according to regulations). The novel "Ten Years of Death" is equally exciting. Everyone is welcome to click and read it!
Rongcheng Public Institution Wages
The salary composition of Rongcheng Public Institution is as follows: - * * Professional technician **: The salary range is from 1150 yuan to 3810 yuan. - * * Manager **: The salary range is from 1150 yuan to 3770 yuan. - * * Worker **: The salary range is from 1130 yuan to 1640 yuan. In addition, the salary for the probation period of the undergraduate course was 2750 yuan +, the accumulation fund was 1200 yuan +, the township position had a subsidy of 200 yuan, and the performance was 800 yuan per month at the end of the year. Some units also had a civilization award (the distribution was determined by the unit). For 985 undergraduate students who entered the institution through talent introduction, the internship period was 1500 yuan for three days. After deducting insurance and other subsidies, they would get about 2500 yuan. After becoming a full-time employee, it would be about 3000 yuan. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Lingbi Public Institution Wages
The salary of Lingbi public institution was as follows: - In terms of performance pay, the performance pay standard for management positions ranged from 550 yuan/month to 950 yuan/month. The Department of Finance of the Ministry of Finance of Finance of the Ministry of Finance of the Ministry of Finance of Finance of the Ministry of Finance of the Ministry of Finance of Anhui Province of the Ministry The performance salary standard for professional and technical personnel ranged from 500 yuan/month to 1800 yuan/month. The reward standard for excellent personnel in the annual assessment ranged from 500 yuan/month to 800 yuan/month. The performance salary standard for workers ranged from 1000 yuan/month to 2000 yuan/month. - For undergraduate students who had just joined the job and had no seniority, their salary was about 2,600 or 2,000 yuan, excluding their monthly performance. The first year of the county's career department was about 60 - 70 thousand yuan. In general, the salary of Lingbi institutions was affected by many factors such as job type, performance, and length of service. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>