Abstract: The enterprise should encourage technological professionals into working for technological innovation and making important innovative achievements. This is the fundamental way for the enterprise to improve its competence and core competitiveness. China National Petroleum Corporation started the reform of specialized technological sequence on the basis of job management to establish the “dual-sequence” professional title system, namely the specialized technological sequence and management sequence. As a pilot unit, CNPC Tubular Goods Research Institute carried out the reform of the specialized technological sequence system. There are seven levels from the chief technological expert to the technician. A total of 14 categories of technical job positions are set up on the basis of the research institute’s three business areas -- scientific research,quality standards and technological services, with a index-estimating system of 12 targets in four classes of elements for evaluation and enlistment, which includes basic quality, work efficiency, levels of achievements, and integrated performance. The research institute adheres to the performance-guided principle for distribution of salaries, increase the wages of the specialized technological professionals, and highlight the dominant roles of performance indexes in distribution of bonus. Following four years of practice, the research institute has initially established the channels for development of technological talents, optimized the structure of talents, and stimulated the enthusiasm of technological backbone staff for innovation. As a result, it has brought up a number of excellent talents and made a series of important achievements for extension and application, accumulating the reproducible and applicable experiences in the technological restructuring mechanism reform.

摘要： 如何激励科技人才投身科技创新、取得重大创新成果，是企业提高自身能力和核心竞争力的根本手段。中国石油集团推行以岗位管理为基础的专业技术序列改革，建立专业技术序列和管理序列的“双序列”职级体系。中国石油集团石油管工程技术研究院作为试点单位，首先开展了专业技术序列制度改革。从首席技术专家到技术员设立7个层级，根据管研院科学研究、质量标准、技术服务3个业务领域特点，分设14类技术岗位，确定4类要素12项指标的选聘评价指标体系，包括基本素质、工作绩效、成果水平、综合表现等。坚持薪酬分配效益导向，提升专业技术人员薪酬水平，突出效益指标在绩效奖金分配中的主导作用。经过4年探索实践，初步打通了科技人才成长通道，优化了人才结构，激发了科研骨干的创新创效活力，培养出一批优秀人才，取得一批重大成果并推广应用，形成了可复制、可推广的科技体制机制改革经验。

关键词: 专业技术岗位, 双序列, 改革试点, 科技人才, 激励