The National Cutural Heritage Administration and the Ministry of Human Resources and Social Security recently jointly issued the Implementation Opinions on Accelerating the Promotion of Vocational Skill Training and Vocational Skill Level Identification in the Cultural Relics Industry (hereinafter referred to as the Implementation Opinions), aiming to comprehensively improve the professional, standardized, socialized and professional level of cultural relics skilled talents, inject strong impetus into the high-quality development of cultural relics, and build a broader career development platform for practitioners in the cultural relics industry. The core content of the Implementation Opinions covers nine aspects, and each measure precisely focuses on the pain points and key links of talent cultivation in the development of the cultural relics industry. It not only meets the current needs of talent development in the cultural relics industry, but also focuses on the long-term development of the industry, providing direction for subsequent work. To improve the skill level system and enhance the vocational skills training system, the Implementation Opinions propose the implementation of the "Skills Illuminate the Future" training action, and innovatively promote the project-based training model of "job demand+skills training+skills evaluation+employment services". The National Cutural Heritage Administration has organized to determine the type and scope of vocational skills training programs in the cultural relics industry. The cultural relics administrative departments at all levels will release training programs in conjunction with the local actual situation and include them in the directory of vocational skills training needs. The selection of training institutions strictly follows the principle of "open conditions and voluntary application" to determine the best candidates, and those within the scope of government procurement must strictly comply with relevant laws and regulations. Improving the vocational skill level system is a major highlight. The Implementation Opinions specify that the vocational skill level certification work in the cultural relics industry will be organized and implemented by certification institutions registered with the human resources and social security department. Those who pass the certification will receive a vocational skill level certificate. It is worth noting that policies have been optimized and expanded in the sequence of vocational skill levels: for professions (occupations) with senior technicians, employers can add special grade technicians and chief technician technical positions (positions) above them, and add apprentices below junior workers. As a result, the cultural relics industry has formed an "eight level worker" vocational skill level (position) sequence consisting of apprentices, junior workers, intermediate workers, senior workers, technicians, senior technicians, special grade technicians, and chief technicians. The improvement of this sequence breaks the "ceiling" of career development and provides clear upward paths for practitioners at different levels. The strict standardization of the certification mechanism and the determination of certification institutions are key to ensuring the standardized implementation of level certification work. The Implementation Opinions clearly state that in accordance with the principles of overall planning, reasonable layout, strict conditions, selection based on merit, and dynamic adjustment, high-quality resources such as cultural and museum institutions (professional institutions) at or above the provincial level in the cultural relics industry, higher education institutions and vocational colleges (including technical colleges) with cultural relics related majors, as well as representative enterprises, research institutes, and industry associations, will be collected and selected in batches to recommend and recognize institutions. In principle, each province should have no more than two institutions for the recognition of the same profession (occupation). At the same time, it is required that the provincial-level cultural relics administrative department and the human resources and social security department in the region establish a coordination mechanism to ensure the qualifications and level of the certification institutions from the source. In terms of the recognition mechanism, the Implementation Opinions adhere to the principles of fairness and impartiality, strictly implement the principle of separating examination and training, and the avoidance system for examination and training personnel, ensuring that the training and recognition results can withstand the inspection of the cultural relics industry and gain widespread recognition from society. The certification body will carry out certification work based on national professional standards, using various methods such as theoretical knowledge exams, skill operation assessments, comprehensive evaluations, and skill competitions (at or above the provincial level). In addition, to motivate outstanding talents, the policy also specifies special recognition channels. Winners of vocational skills competitions at or above the provincial level can be directly recognized as senior workers or above. High skilled talents who solve major technical problems and win innovation awards at or above the provincial and ministerial level can be promoted to higher levels without being restricted by conventional conditions, allowing truly capable and contributing talents to stand out. To ensure the effective implementation of policies, the Implementation Opinions have established a rigorous supervision and management system through joint efforts in regulatory protection. The provincial human resources and social security department, together with the cultural relics administrative department, will adopt various ways such as "double random, one open", "Internet plus+supervision" and on-site supervision. Training institutions and accreditation institutions also need to consciously accept the supervision of human resources and social security departments and cultural relics administrative departments at all levels. The National Cutural Heritage Administration, together with the Ministry of Human Resources and Social Security, will improve the operation evaluation mechanism of cultural relics industry accreditation institutions, organize regular effect evaluation, and make the evaluation results public. In terms of organization and implementation, the National Cutural Heritage Administration and the Ministry of Human Resources and Social Security will strengthen organizational leadership, improve the macro management, quality supervision, service guarantee and other work systems, and clarify the work responsibilities and progress. At the same time, the two departments will also strengthen the research on the occupational structure of the cultural relics industry, guide the development of new professions and occupations, the development of national occupational standards, and the formulation of evaluation norms. They will also strengthen the construction of training materials, question banks, and teacher teams, attach importance to the training and reserve of evaluators and supervisors, and provide solid guarantees for policy implementation. At the local level, human resources and social security departments, as well as cultural relics administrative departments, will coordinate employment subsidy funds, unemployment insurance funds, and other channels of funding resources in the industry. They will implement various subsidy policies such as vocational skill training subsidies, vocational skill evaluation subsidies, and skill enhancement subsidies in accordance with regulations, and support vocational skill training and level recognition work in the cultural relics industry. Moreover, differentiated subsidy policies will be implemented based on the urgent needs, skill levels, training costs, and other factors of different professions (types of work) in the cultural relics industry. The Implementation Opinions also specify that local governments need to coordinate employment subsidies, unemployment insurance and other funds, implement training, evaluation, and skill enhancement subsidies, and provide differentiated subsidies for scarce job types; Provincial cultural relics and human resources departments shall submit their work status before December 31 each year, provide timely feedback on experience and problems, and ensure the effective implementation and continuous optimization of policies in the local area. (New Society)