Yongtong New Material Building the Future Together
Career Development
To further implement the spirit of the "Opinions on Strengthening the Development of High-Skilled Talent in the New Era," issued by the Two Offices, Yongtong Company is committed to advancing skills-based talent development. The company encourages employees to master skills and achieve outstanding performance right where they work, continuously enhancing their technical expertise and skill levels. By doing so, Yongtong aims to build a dynamic talent team capable of supporting the company’s rapid, high-quality growth. As a result, the company has now established a vibrant "Eight-Level Worker" mechanism that fosters the growth of skilled professionals.
Firmly and consistently implementing the company’s core principles and strategic decisions on talent development, all employees applying for position promotions or advancements must sign the company’s mentorship program agreement. This initiative aims to build a balanced talent pipeline that pairs experienced professionals with newer team members, providing employees with opportunities for learning, innovation, and career growth—ultimately fostering collaborative performance and shared success.
Adhere to principles that prioritize practical realities within your organization while scientifically establishing evaluation criteria and standards. Emphasize not only professional knowledge and hands-on operational skills but also assess employees' loyalty to the company, their contributions to their roles, their dedication to their jobs, and their commitment to continuous learning and innovation. Additionally, consider their overall performance in areas such as teamwork, mentorship, and collaborative efforts—alongside their everyday conduct—to ensure that promotions are both fair, impartial, and of high quality.
Within the skilled workforce, a well-structured and progressively developed talent pool is gradually taking shape, led by technicians (Level 2 Master Operators), senior technicians (Level 1 Master Operators), and special-grade technicians, supported by advanced workers (Level 3 Master Operators) and mid-level workers (Level 4 Master Operators), with junior workers (trainee Master Operators) forming the solid foundation.
1. Employees' career paths are categorized as follows:
(1) Management Track: Positions involving management roles within the company and its various departments (workshops);
(2) Technical Career Path: Positions involving production processes and R&D-related technical work;
(3) Skill-Based Career Path: Positions that involve work requiring relevant professional skills;
(4) Equipment Operation Station: Positions responsible for operating production equipment.
2. The job channel is divided into the following levels:
(1) The management position hierarchy is divided as follows: Deputy General Manager (Level 1), Assistant to the General Manager (Level 2), Manager/Department Head/Director (Level 3), Deputy Manager/Deputy Department Head/Deputy Director (Level 4), Senior Supervisor (Level 5), Intermediate Supervisor (Level 6), Junior Supervisor (Level 7), and Administrator (Level 8).
(2) The technical position levels are divided as follows: Chief Technical Expert, Senior Technical Expert, Chief Engineer, Deputy Chief Engineer, Engineer, Assistant Engineer, Technician, and Trainee Technician.
(3) The skill-based career path levels are divided into: Chief Technician, Special-Class Technician, Senior Technician, Technician, Advanced Worker, Intermediate Worker, Junior Worker, and Apprentice Worker.
(4) The operational role hierarchy for equipment operators is divided into: Chief Operator, Special-Class Operator, First-Class Operator, Second-Class Operator, Third-Class Operator, Fourth-Class Operator, Fifth-Class Operator, and Apprentice Operator.
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