Is the social recognition of the professional title assessed by the National Association of Professi

It mainly depends on whether there is a qualification for the assessment of professional titles, if there is a country that should be recognized, if not, it is a piece of waste paper.

The state has not set up this association, ** and the name are fake!

You can apply for professional positions, and the unit also recognizes it. I don't know if the qualification is upgraded, since the units are recognized, the upgrade should also be possible.

There is definitely no problem with promotion and salary increase, and it is also possible to upgrade low-level (level and below) qualifications, but it is difficult if it is a national first-class qualification. If the general unit wants to apply for high-level qualifications, it is useless to have a professional title certificate, it is a comprehensive examination of the comprehensive strength of the unit, and the professional title certificate is one of the subjects audited, only indicating the quality of employees.

In short, if the personnel department where your unit is located does not give you a job title, the title of the National Association of Professional and Technical Personnel Management is also very helpful to you, whether it is recognized or not, at least the certificate issued is also an objective and authoritative third-party evaluation of your professional and technical level, and you also have something to come up with. And this certificate can also be authoritative and recognized in general places. The certificate is the external embodiment, and your inner quality is important.

The National Association of Professional and Technical Personnel Management has the qualification to evaluate the title, and the certificate issued belongs to the certification management certificate for the national professional and technical personnel engaged in the whole country.

The professional titles reviewed by the association are divided into five levels: senior level, deputy senior level, intermediate level, assistant level and technician level.

Among them, there are five levels of secondary vocational school teachers, broadcasting, health technology, agricultural technology, archives, cultural relics and museums, library materials, mass culture, teachers of schools with technical deficiencies, economics, accounting, statistics, auditing, engineering technology, family planning, and party school teachers (majors).

There are four levels of college teachers, journalism, scientific research, publishing, coaches, translators, art series, lawyers, and notary series (majors) at the senior level, deputy senior level, intermediate level, and assistant level.

There are four levels of primary and secondary school teachers: deputy senior, intermediate, assistant and staff level.

The daily work of the National Association for the Management of Professional and Technical Personnel is subject to the supervision and management of the competent department of the People's Republic of China, and the Ministry of Human Resources and Social Security is the superior supervisor of the Professional and Technical Association. In accordance with the relevant policies and regulations of the national professional and technical personnel management, the professional and technical association is engaged in the exchange and training, assessment and evaluation, talent management, filing and certification of national professional and technical personnel for the whole country.

Scope of work of the Technical Association:

1. Carry out training and certification activities for professional and technical personnel in various places;

2. Carry out various forms of joint schooling, training, assessment and certification to promote the development of the national professional and technical talent team;

3. Carry out professional and technical personnel exchange and training activities in cooperation with enterprises, colleges and social training institutions around the country;

4. Organize the professional and technical personnel to declare, review, and grade their professional and technical qualifications;

5. Organize talent evaluation and employment services to serve the construction of national professional and technical personnel;

6. Organize and carry out foreign academic exchanges and cooperation of professional and technical personnel;

7. Carry out other activities in line with the purpose of the association.

The Beijing Management Center under the National Association for the Management of Professional and Technical Personnel is the permanent business executive body of the Professional and Technical Association, which specifically deals with the implementation of relevant economic, legal and business work. Responsible for the guidance and management of the management centers of the National Association for Professional and Technical Personnel, and organize and implement the exchange, training, examination, evaluation, certification, consultation and promotion of professional and technical personnel across the country.

At present, the professional titles of professional and technical personnel are generally divided into three levels: primary titles, intermediate titles, and senior titles. Take the teacher's title as an example:

Elementary, intermediate, and senior teachers, as well as teachers in primary and secondary schools, are all assessed in this way. It is referred to as [Elementary Education, Intermediate Education, and Senior], and so on for middle schools. Because of the differences in various industries, the titles are not the same, but the three levels of the titles are basically the same.

Because the salary and political treatment of technical talents are linked to professional titles, the evaluation of professional titles has far-reaching practical significance to motivate technical talents to specialize in technology and reach a higher level in academics.

It refers to a series of professional and technical titles reviewed by departments, industries or enterprises authorized by the competent personnel department and provincial professional and technical title evaluation institutions. The professional scope of professional and technical titles basically covers all walks of life in the national economy, such as engineering, medicine, accounting, education, scientific research, etc. The evaluation objects include professionals engaged in management, teaching, scientific research, engineering technology, design, driving operation and other work in public institutions, hospitals, scientific research institutes, enterprises and other units, and personnel with teaching and research titles.

If it is a public institution, it is linked to wages, and the higher the title, the higher the salary.

In a broad sense, it refers to a person who has specific professional skills (whether or not they have been recognized by the relevant departments) and engages in professional work with his professional skills, and thus obtains corresponding benefits.

In a narrow sense, it refers to the personnel engaged in professional and technical work in enterprises and public institutions (including non-public economic entities), as well as the Chinese personnel engaged in professional and technical work in foreign-invested enterprises.

Summary: It does not refer to a personal title.

Extended information: 1. Engineering and technical personnel at the level of registered constructors, registered architects, registered structural engineers, registered safety engineers, registered equipment engineers, cost engineers and assistant engineers, agricultural farmers and herdsmen, scientific research personnel (natural science research, social science research and experimental technicians), and chief physicians of health technology.

2. For enterprises, technical personnel, especially professional and technical personnel, are the foundation of the growth and expansion of the enterprise, so the enterprise also attaches great importance to it. Therefore, how to recruit suitable professional and technical personnel is also a difficult problem faced by HR of various companies. For professional and technical personnel, some professional and technical personnel are limited by the development of the industry, and the demand for similar positions is not much, and the job release information is relatively small.

Different industry titles are different, but there are primary, intermediate, senior, the evaluation of professional titles is mainly to facilitate the unified management of talents, enterprises and according to this selection of talents, to give the appropriate salary, local can be issued talent benefits or subsidies, improve the quality of the population

Hello, this unit is real. The National Association for the Management of Professional and Technical Personnel (hereinafter referred to as the "Professional and Technical Association") is based on the spirit of Document No. 96 issued by the Ministry of Personnel, and the daily work of the National Association for the Management of Professional and Technical Personnel is subject to the supervision and management of the competent department of the People's Republic of China, and the Ministry of Human Resources and Social Security is the superior competent business guidance unit of the Professional and Technical Association; It was established with the approval of the competent authority and is an independent legal personality institution of the People's Republic of China. The certificate of its evaluation is valid, and the association's professional and technical association insists on serving the overall situation of the national party and government work, and actively serves the growth and development of professional and technical personnel in the country, and is a national professional and technical personnel management cooperation organization.

Legal Analysis] recognizes that the Vocational Skills Evaluation Appraisal Center for Higher Talents is subordinate to the teaching testing and evaluation of technical personnel, skill assessment, and its main functions are: vocational ability testing and evaluation, professional and technical personnel title evaluation and qualification examination, vocational skills assessment, and vocational skills appraisal. It is a central unit of social professional and technical personnel training and education, human resources information survey, blind vocational ability assessment, professional and technical personnel title evaluation and qualification examination, vocational skills assessment and vocational skills appraisal services established in accordance with the "Guiding Opinions on Promoting the Reform of Talent Evaluation Mechanism by Classification" and other policy documents of the General Office of the ******.

The certificate is an important proof of pre-job training and testing, on-the-job training testing, ability improvement training, continuing education and entrepreneurship training for employees, and can also be used as an important basis for the human resources management department or industry employers to evaluate, hire and evaluate the ability of the holder. The certificate number is a unique code, which can be checked on the official website, is valid nationwide, and is valid for life.

The five-level recognition standards for professional skills are detailed as follows:

1. Identification criteria:

1. Knowledge reserve: Employees need to have rich knowledge reserves, including theoretical knowledge and practical experience. This knowledge needs to cover all aspects of the relevant field, from the basics to cutting-edge technologies.

2. Skill reputation level: Employees need to have proficient skills, including operation skills, technology application skills, problem-solving skills, etc. These skills and skills should be developed based on standard practices and norms in the relevant field and be able to cope with different tasks and challenges.

3. Experience accumulation: In addition to basic knowledge and quiet skills, employees also need to have enough practical experience to support the certification of their level 5 professional titles. This experience can be gained through practical projects, technical reports, literature translations, etc.

2. Identification analysis:

1. Depth of knowledge: Employees need to have a relatively in-depth understanding of the relevant knowledge in their field, and be able to conduct research and innovation in the field. This knowledge needs to cover all aspects of the field, including basic theories, cutting-edge technologies, standards and specifications, and so on.

Employees need to have commendable expertise that is well known, make outstanding contributions in their field, and apply their knowledge to solve real-world problems.

2. Breadth of skills: Employees need to have a wide range of skills and be able to complete a variety of tasks in their field, including design, development, testing, project management, etc., in addition to soft skills such as innovation and teamwork.

3. Adaptability: Employees need to be able to adapt to different technical environments and work scenarios, and be flexible and adaptable across technical fields. They need to have the ability to solve problems and develop new ideas and integrate new technologies based on real-world needs rather than past experiences.

4. Problem-solving ability: Employees need to be able to independently produce correct diagnosis and analysis of problems, and propose effective solutions. They can quickly understand complex technical issues and provide them with the best solutions to give companies a critical competitive advantage.