The Ministry of Civil Affairs and 12 other departments recently formulated and issued the "Opinions on Strengthening the Construction of Elderly Care Service Talent Teams", which is China's first comprehensive policy document on the construction of elderly care service talent teams. This is what the reporter learned from the regular press conference of the Ministry of Civil Affairs for the first quarter of 2024 on the 30th. China has a large elderly population base and a fast aging rate, leading to a rapid and more diverse demand for elderly care services. However, there are still problems with the total number of elderly care service talents in our country, low level of specialization, low level of treatment and protection, and high turnover rate. The opinion is to design a comprehensive system from the aspects of expanding talent sources, improving talent quality and abilities, improving talent evaluation mechanisms, emphasizing talent utilization management, and improving guarantee and incentive measures. In addressing the shortage of elderly care service talents, especially elderly care caregivers, the opinions address the characteristics of diverse types and levels of elderly care services, cross disciplinary integration, and strong practicality. It is explicitly proposed to break down restrictions such as education, age, identity, and geography, and to recruit, cultivate, and gather talents in practice, strengthen employment and entrepreneurship support in the elderly care service field, and encourage attracting talents through multiple channels and channels, Support cross industry and cross domain talent mobility. In terms of talent utilization and management in elderly care services, the opinion insists on setting up positions according to needs, and requires guiding various elderly care service institutions to scientifically set up positions such as management, professional skills, and work skills based on functional positioning, target groups, and service characteristics, and optimize human resource allocation. At the same time, the opinions emphasize the improvement of the employment mechanism, encourage the increase of the evaluation weight of the allocation of elderly care service skilled talents who have obtained skill level certificates in the evaluation of elderly care service institutions, quality evaluation, subsidy support and other work, guide institutions to support employees to actively participate in skill level evaluation, establish a "reward for the good and punishment for the bad" orientation, and clearly establish a sound mechanism for punishing and praising the dishonesty of elderly care service talents. Another highlight of this opinion is the first proposal to pilot the improvement of the vocational skill level system for elderly care service skilled personnel with elderly care caregivers. The opinion proposes that, on the basis of the five vocational skill levels previously set by relevant regulations, supporting eligible elderly care service enterprises can add special level technicians and chief technicians above the senior technician level based on actual conditions, and add apprentices below the junior worker level, forming a new vocational skill level (position) sequence consisting of apprentices, junior worker, intermediate worker, senior worker, technician, senior technician, special level technician, and chief technician, Further expanded the growth channels for elderly caregivers. The opinion further clarifies key issues such as the evaluation subject, evaluation management, and use of evaluation results for elderly care nursing staff and other elderly care service skilled talents. (Lai Xin She)