According to the deployment of the Party Committee of the State-owned Assets Supervision and Administration Commission to implement the special action of state-owned central enterprises to "anti-epidemic, stabilize employment and expand employment", on March 23, Sinopec announced a special plan to introduce 3,500 college graduates.
This is the first time that Sinopec has organized recruitment of college graduates twice within a year. The annual introduction plan exceeds 10,000 people, which is 2.3 times that in 2019. At the same time, Sinopec will increase its efforts to attract mature talents, focus on resuming work and production, and ensure that the number of migrant workers does not decrease.
In accordance with the decisions and deployments of the CPC Central Committee and the State Council on the "Six Stability" of the People's Republic of China, Sinopec actively sorted out employment needs and tried its best to provide employment for key groups such as college graduates, migrant workers, and labor force in poor areas.
In addition to expanding the scale of recruitment, the additional special recruitment plan will also be tilted towards units in poverty alleviation areas and Hubei regions, contributing to petrochemical strength to stabilize economic growth, social employment, and winning the battle against poverty.
It is understood that this special recruitment for graduates will be released on March 24, 2020 on the Zhongzhi Company Recruitment Platform and the Sinopec Talent Recruitment Website. Taking into account the needs of epidemic prevention and control, this special recruitment for graduates will no longer organize a unified primary election exam, and online recruitment will be carried out in accordance with procedures such as information release, resume collection, qualification review, test interview, and public announcement. The specific recruitment scope and conditions shall be subject to the post information released.
SinoPetrochemical is headquartered in Beijing and has a business scope of 75 countries and regions. In 2019, the Fortune Global 500 units ranked second.
For many chemical workers, what they are more concerned about is how to divide the treatment levels of Sinopec's internal employees and how big is the difference in treatment? The following information about employment system and treatment are for your reference. Due to the limitation of the message channels, some of the data on specific wages in the article may not be completely accurate. Everyone is welcome to provide more detailed channels and messages.
As we all know, Sinopec has wanted to carry out drastic reforms in the employment system more than once, but due to the historical burden, it is difficult to completely push forward the reform, just like the other two barrels of oil. However, in the past two years, in order to retain employees, Sinopec may restore the labor service system to become a regular worker.
Senior Sinopec employee revealed that the work intensity of Sinopec's headquarters is divided into departments and time. Generally speaking, departments with power are busy, while departments with low power are relatively leisurely. The financial department is busy with quarterly reports, semi-annual reports, annual reports, foreign affairs department is busy with spring and autumn, and planning department is busy with the end of the year and the beginning of the year... The work intensity of most departments is average.
At Sinopec, subsidies generally include housing compensation, vehicle compensation, and telephone charges compensation. There are travel expenses for business trips and holiday expenses are very small. Provident funds are paid strictly in accordance with national regulations.
Sinopec's promotion is difficult. If you are excellent, you will work harder. A bunch of people ahead are waiting for promotion. There are still many people at the grassroots level of the headquarters for more than ten years, and it is really difficult to upgrade to the department.
Many employees have come forward to say that a graduate student working at Sinopec introduced that he had an annual salary of about 70,000 yuan (central China region).
Workers in a second-tier city refinery revealed that Sinopec refineries generally implement four shifts and two shifts. During the internship period, they get more than 3,000 points per month. After becoming a regular, their salary will remain basically unchanged, but they can get about 2,000 more bonuses per month, about 5,000 yuan per month, and six insurances and two funds. The year-end bonus can be about 15,000.
Staff of Sinopec's affiliated units revealed that graduate students, clerks, landmarks, northeast, monthly salary taxes of 2,700, and monthly performance of 1,200. At the end of the year, it depends on whether the oil and gas production meets the standards. The clerks issued 10,000 yuan each year, and last year, the performance of 3,000 yuan was issued for the first time. In the past, there were also small labor insurance , which is laundry detergent, soap, rag, and gloves. As a result, for some reason, except for the comrades in the wild, we didn’t send anything, such as shopping cards and benefits for the New Year and the Festival.
Employees from a secondary unit under a oil field in Sinopec revealed that the clerk, the annual income of 59,600 should be issued on the 2014 salary statement, and the five insurances and one blond fee will be deducted for more than 40,000 yuan. The benefits are to issue some supermarket shopping coupons (just a few hundred a year), labor insurance (shampoo, laundry detergent, work shoes, towels, etc., the brand is not good), and the year-end bonus will be about 10,000 yuan.
A certain "oil second generation" said that he had been in Tianjin for one year. Before he was promoted to a regular level, he had no performance salary, his starting salary was 2,200 yuan, and he had a postgraduate salary of 2,700 yuan. There were very few transportation fees, meal subsidies, etc., and there was no overtime pay.
