Once upon a time, there was a common annoyance... Nearly 7000 public institutions in Shanghai have set up special positions in Shanghai

"Eight positions were announced, but only one person was introduced in the end." Yu Li, Deputy Director of the Organization and Personnel Department of the Shanghai Academy of Agricultural Sciences, said of a recruitment two years ago, his tone still couldn't conceal his regret.

The reason for this result was not the lack of interest in the position, but a "hard injury" - at that time, there were not many senior professional and technical positions in the Academy of Agricultural Sciences. The low treatment naturally led to many people being discouraged.

This is also a common problem faced by nearly 7000 public institutions in Shanghai. According to regulations, public institutions implement job management, and personnel recruitment should be carried out within the approved total number, structural proportion, and highest level of positions. However, due to limitations in job positions, job numbers, and structural ratios, for example, if a unit has 100 specialized technical positions and a senior ratio of 20%, the unit can only hire 20 senior specialized technical personnel according to the requirements, which often leads to the embarrassment of having no job positions despite the need for talent attraction.

In accordance with the requirements of theme education, the Municipal Bureau of Human Resources and Social Security takes further delegation of power and empowerment to public institutions, better solving the problems in the introduction, training, and use of high-level talents as the entry point and starting point. It conducts extensive research in universities, research institutes, and other public institutions, listens to the opinions and suggestions of public institutions and high-level talents, and based on this, studies and introduces the "Shanghai Municipal Recruitment Measures for High level Talents in Public Institutions" and the "Shanghai Municipal Management Measures for Special Positions in Public Institutions".

Recently, the "Recruitment Measures" and "Management Measures" have been officially implemented, providing a solution to the talent recruitment difficulties faced by institutions such as the Academy of Agricultural Sciences. For example, the Management Measures specify the situation and quantity of special positions, and public institutions can set up special positions to introduce and hire high-level and urgently needed professional talents in five situations. The quantity should not exceed 5% of the total approved professional and technical positions, and the total number should not exceed 50 people; Special job levels have been established, with municipal and district public institutions respectively setting up positions at level four and level seven or above. Rural primary and secondary schools, health institutions, agricultural promotion institutions, and street and township public institutions can set up positions at level eight or above; Standardized the special procedures, and municipal and district public institutions must submit their special positions to the Municipal Human Resources and Social Security Bureau for approval step by step; The principle of putting application first has been implemented, and the management of special positions has been regarded as an important part of the construction of a high-level professional and technical talent team.

"We are more confident in introducing high-level talents from the agricultural field at home and abroad." Yu Li sighed. In the past, the recruitment strategy of the Academy of Agricultural Sciences was aimed at young top-notch talents, rather than mature talents with high requirements for professional titles. However, the "Management Measures" clarify that recruiting "high-precision and top-notch" talents can break through the restrictions on the number and proportion of positions, and special positions will not occupy the number of senior professional and technical positions in our unit. This opens up the bottlenecks in the talent introduction and retention process, which is conducive to further optimizing the talent pool structure.

The Recruitment Measures specify that the recruitment of high-level talents by public institutions is mainly based on the needs of the employer and the market, and the employer shall independently identify high-level talents according to the needs of career development; It has broken the restrictions of nationality, registered residence, region, identity, age, education background, personnel relations, and supported public institutions to recruit foreigners, Hong Kong, Macao and Taiwan talents; Simplified the recruitment process from the "eight step method" to the "five step method".

Jin Xingyu, Deputy Director of the Personnel Department of Shanghai University, told reporters that in the past, it took several months for the school to complete the entire process of recruiting a talent. According to the new regulations, the recruitment process has been simplified from eight steps to five steps, eliminating the need for announcement release, written exams, physical examinations, and other processes, which can compress the recruitment time to about one month. "The school is currently in the peak period of employees' retirement, and we need to supplement a lot of talents every year, which greatly accelerates our entire recruitment process."

In addition, the "Recruitment Measures" have also reduced the number of recruitment procedures, allowing foreign high-level talents and postdoctoral graduates to directly apply for employment procedures after passing the assessment; Emphasize the "double innovation" system, support and encourage researchers from universities, research institutes, and other public institutions to carry out "double innovation" activities; Reform the communication system, establish a high-level talent mobility mechanism, and allow for autonomous communication between government agencies and public institutions. In the past, administrative transfer was used to introduce a talent, ranging from one or two months to six months. Now, through the "One Thing" platform for personnel management in public institutions, the recruitment procedures can be completed as quickly as one day.

"Establishing a sound institutional mechanism to fully empower key employers and top talents does not mean relaxing regulatory efforts." The relevant person in charge of the Municipal Human Resources and Social Security Bureau said that whether an individual is considered a high-level talent is mainly judged by the market and employers; On the other hand, the human resources and social security departments will also implement the "three priorities and one major" decision-making system, strengthen in-process and post event supervision, and ensure that employers "let go of their hands and feet" to attract talent while also doing a good job in providing support.