Dr. White (pseudonym), a postdoctoral researcher, faces a difficult choice upon leaving the academic realm: between a technical position at a "Double First-Class" university's laboratory and a teaching and research position at a non-"Double First-Class" university.
Having completed both his master's and doctoral degrees at regular institutions, with subsequent postdoctoral experience at a "Double First-Class" institution, Dr. White finds himself at a crossroads. The competition for teaching and research positions is fierce, with the constant pressure of "promotion or departure." On the other hand, technical positions offer stability and fewer pressures, but Dr. White still harbors many concerns.
In today's academia, technical positions are categorized under the "educational support sequence," with the future development path leading to senior laboratory technicians. "There isn't much room for advancement in technical positions, and the salary is significantly lower. It's not something one would proudly boast about," says Dr. White, torn between choices.
Dr. White's situation is not unique. Currently, positions in scientific research support and educational support are often regarded as advanced "blue-collar" positions in the field of research. While there are pathways for career advancement, many young talents hesitate when considering these positions.
This year's government work report emphasizes the comprehensive cultivation and effective utilization of talent. It advocates for the implementation of more proactive, open, and effective talent policies. One of the focuses is on cultivating outstanding engineers and highly skilled talents.
How can the sustainable development of advanced "blue-collar" researchers in scientific research be achieved? To explore this, China Science Daily interviewed frontline researchers, some members of the National Committee of the Chinese People's Political Consultative Conference, and relevant experts and scholars.
Transitioning from an engineer to a researcher, Dr. Wang Feiteng, Associate Director of the Key Laboratory of Cryosphere Science and Frozen Soil Engineering at the Northwest Institute of Eco-Environment and Resources of the Chinese Academy of Sciences, shares his journey.
Since 2018, Dr. Wang has led teams in tackling technical challenges related to ice and snow for the successful hosting of the 2022 Beijing Winter Olympics. Through this process, he accumulated rich engineering experience and honed his innovative skills. Dr. Wang believes that even in technical positions, dreams can be pursued.
For example, in terms of disciplinary development, advanced "blue-collar" researchers can provide crucial technical support and innovative ideas. In terms of industrial development, they are instrumental in driving industrial innovation and technological upgrading.
Mr. Zhang Yong, team leader of the Machine Shop at the Fifth Institute of the China Aerospace Science and Technology Corporation and the head of a national-level master craftsman workshop, leads a team that focuses on innovative technologies and key technical breakthroughs in aerospace propellant tanks and high-pressure gas cylinders. Their achievements have been widely applied in model development.
Mr. Zhang emphasized his unit's attention to the development of scientific research "blue-collar" personnel, with initiatives like establishing an innovative talent job system based on modern enterprise management models, expanding talent development space, and implementing talent development programs.
However, Mr. Li Huayu (pseudonym), a technician in a geological team in Henan Province, feels that geological "blue-collar" work is somewhat mundane. He points out the challenges of fieldwork, poor living conditions, lack of weekends and holidays, and low salaries, making it less appealing than hourly wage labor.
Despite successful examples, many interviewees believe that attracting high-level talent to current scientific research "blue-collar" positions still faces challenges.
Dr. Wang Feiteng believes that one challenge lies in the lower social status and recognition of scientific research "blue-collar" positions compared to leading research projects or serving as researchers. He also notes the lack of clear professional development paths and training opportunities, making it difficult for high-level talents to achieve their career goals and aspirations.
Professor Zhong Zhangdui, a member of the National Committee of the Chinese People's Political Consultative Conference and a professor at Beijing Jiaotong University, disagrees with using the term "blue-collar" to describe research or teaching support positions. He sees this as discriminatory and prefers to refer to these positions as akin to "craftsmen" in the scientific community. He emphasizes the importance of using terms like "supportive" or "auxiliary" to avoid a sense of inferiority.
According to Professor Zhong, although many positions in full-time scientific research, laboratory, and engineering sequences in domestic universities have pathways for talent growth, due to their service and support nature, the "ceiling" for development is low. This leads many outstanding talents in "blue-collar" positions to eventually transition to teaching and research positions, with few moving in the opposite direction.
Professor Zhong believes this phenomenon is understandable. He points out that the current professional evaluation system focuses more on individual achievements and neglects the need for teamwork, making it challenging for support and service positions to produce results. "True sustainable talent development should provide growth opportunities and decent treatment for all sequences, catering to interests and expertise. This is the basis for talent mobility. Otherwise, if talents cannot move within universities, how can social mobility be achieved?"
National key scientific and technological infrastructure projects have both scientific and engineering attributes, posing challenges in talent cultivation and classification evaluation during construction and operation. The Heavy Ion Accelerator at the Institute of Modern Physics of the Chinese Academy of Sciences is a case in point.
Yang Jiancheng, a member of the National Committee of the Chinese People's Political Consultative Conference and Deputy Director of the Institute of Modern Physics, points out that one of the characteristics of major scientific and technological infrastructure projects is their continuous adjustment and upgrading of research tasks, goals, operation modes, and performance indicators, requiring the talent pool to keep pace with the development of large scientific instruments.
Since its establishment in the 1980s, the research scope of the Heavy Ion Accelerator has evolved from basic frontier research such as nuclear physics to space radiation, germplasm creation, and heavy ion therapy for national strategic needs and public health. "In recent years, during the construction of the Heavy Ion Accelerator, we have not only independently cultivated top scientists and senior engineers but also driven the development of a batch of companies. These companies have established a skilled talent chain tailored to large scientific instruments, demonstrating excellent performance in technical support," Yang said. He told reporters that there is currently a diversified and flexible evaluation mechanism for engineers or technical positions in the institute, not primarily based on output of articles. If scientific "blue-collar workers" truly demonstrate their value in their positions, produce good results, and achieve application, their treatment is comparable to that of researchers.
However, even with upward mobility, becoming a senior research "blue-collar worker" also requires interest support. "Once large scientific facilities start operating, they run day and night, and they only rest during the summer shutdown each year," Yang Jiancheng said. The talent cultivation for large scientific facilities often takes 5 to 10 years as a unit. "Only with strong interest and curiosity will you provide good implementation conditions for others' good ideas."
Wang Feiteng told Chinese Science News that in recent years, in order to build the talent team of scientific "blue-collar workers," institutions such as the Chinese Academy of Sciences and its affiliated Northwest Institute of Eco-Environment and Resources have taken a series of support measures, such as formulating the "Management Measures for Key Technical Talents of the Chinese Academy of Sciences," selecting key technical talents annually and providing project funding support; key laboratories assess the level of technical innovation and instrument development capabilities, as well as instrument operation and data quality control level based on a classification evaluation system. This has played a positive role in promoting the career development of scientific "blue-collar workers."
Wang Feiteng suggested that scientific "blue-collar workers" should be encouraged and supported to undertake and participate in relevant research projects, improve their professional abilities and gain practical experience by solving specific problems; establish training mechanisms to help them update their knowledge and skills; clarify incentive mechanisms and promotion mechanisms to stimulate their enthusiasm for work; promote diversified development, encourage them to participate in interdisciplinary and cross-industry cooperation to broaden their horizons and improve innovation capabilities; strengthen the training and guidance for newcomers to provide talent support for the sustainable development of the talent team of scientific "blue-collar workers."
Zhang Yong believes that in order to consolidate the talent team of scientific "blue-collar workers" for scientific research and industrial development, it is also necessary to establish talent introduction and mobility mechanisms. "We need to give them motivation and pressure so as to form a good development model for the talent team."
