The public institution is staffing, and the identity is a worker management post for 20 years. Is there still room for development?

The official personnel of the institution can be divided into management personnel, professional and technical personnel, and labor personnel according to their positions. Among them, management personnel and professional and technical personnel are cadres, and labor personnel are workers. In a business unit, although managers, professional and technical personnel, and labor personnel all use career establishments, they may also mix posts due to functional reasons, that is to say, the jobs they do are the same, but due to their identities and The distinction between positions, their salaries and development prospects, the difference is still quite big. Managers implement the management rank, from low to high, they are the tenth management level to the management level one, and the eighth management level is equivalent to the deputy section level, which belongs to the leading cadres. The professional and technical personnel carry out the title salary, from the primary title to the intermediate and senior titles. Workers are implemented in a professional and technical grade system, ranging from junior workers to intermediate workers, senior workers, technicians and senior technicians.

Among the three positions in the institution, the average salary level of professional and technical personnel

is the highest, followed by management personnel, and labor personnel the lowest. Even if the management personnel are leading cadres, they can only implement management salary, unless they are "dual shoulders" personnel, they cannot implement title salary. As for the professional and technical salaries of laborers, because they are limited by the quota ratio, it is very difficult to be promoted and hired as senior workers, so the salary level is the lowest.

In the current institutional reform of public institutions, the management of the "full employment system" for business personnel is about to be implemented. Business personnel who meet the conditions can compete for their favorite positions. Even if you are a worker, you can compete for management positions and professional and technical positions. This is basically the same as in the past, workers in government agencies and institutions were temporarily converted into cadres through hiring, acting on behalf of, or transferring to other positions, and they worked and promoted in management positions, professional and technical positions in party and government agencies and institutions.

Because the workers of the party and government organs can only go out, those who already hold real positions should also quit their real positions and only enjoy the level treatment they have obtained, or transfer to career management positions as leaders. In order to continue to retain the treatment of cadres, institutions must also compete for jobs in management positions. It is still very difficult for workers to work and develop in management positions through competition for employment, regardless of their knowledge or ability to work. Due to limited status, only those who participate in the public elections that do not limit the participation of workers in the competition announcement can work in management positions and be promoted according to management rank after winning the competition. Although the average salary of the management rank is higher than that of the professional technical rank, it is a disadvantage if you want to be promoted to the management rank again after changing jobs in the middle. The starting point is too low. Fortunately, the Human Resources and Social Security Department has policies that allow long-term workers in management positions to retire with the benefits of the management positions they were in before retirement, and their pensions will be much higher. This is a very big preferential policy for workers in management positions. As for the development prospects of other aspects, it is really unsatisfactory.