The hottest State Grid vs civil servants, which on

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State Grid vs civil servants, which one do you choose

for students majoring in electrical engineering, which one should the State Electricity vs civil servants choose

in the employment season, civil servants and large-scale enterprises are all hot "pastries", but for students majoring in electrical engineering, which should be chosen by State Grid vs civil servants

today HongPai will give you an analysis from all aspects, hoping to help you in your future employment choices

1. Conditions for application

National telegram: the country only recruits fresh graduates

the degree is generally above the undergraduate level. Some regions recruit junior colleges, mainly electrical majors, with a small number of recruitment in communication, computer, accounting, etc. the age of undergraduates is not more than 25 years old, and that of postgraduates is not more than 28 years old. The requirements of CET-4 and CET-2 are different in different provinces

civil servants: the conditions are relatively wide

college diploma or above, and you can participate in over 18 years old and under 35 years old, and many positions have no restrictions on majors

from this point of view, it is better to recommend that candidates focus on the country. After all, there is only this opportunity for fresh graduates, and civil servants can consider it later

2. Salary treatment

national electricity: it is composed of basic salary + performance salary + subsidy + bonus + social insurance + Provident Fund + other benefits

the basic wage is not high, and the country mainly does not look at the basic wage. Performance wages are linked to benefits. The more electricity used in this area, the more benefits. There are still a lot of state subsidies, such as medical insurance, cooling fees, heating subsidies, high temperature subsidies, etc. the bonuses include project assessment awards, safety production awards, year-end awards, etc., which are still very expected

both national social security and provident fund are paid according to the highest standard, with social security of 8% and provident fund of 12%. At ordinary times, some hidden benefits will be sent. Holiday gifts and shopping cards can't meet the quality requirements of the market, holiday fees, etc., and they are basically not spent much at ordinary times

generally speaking, the income is in the middle and upper reaches of the local area, and there are differences in specific regions. Jiangsu power can be said to be a relatively good civil servant in all aspects of the country.

civil servants: it consists of basic wages, allowances, subsidies, bonuses, etc

basic salary for your reference: 2800 yuan for clerical staff | 3000 yuan for grass-roots staff | 3200 yuan for deputy staff | 3500 yuan for department level | 3800 yuan for deputy department level | 4200 yuan for department level | 4600 yuan for deputy department level | 5200 yuan for department level | 5700 yuan for deputy department level | 6200 yuan for department level

the year-end bonus of civil servants is quite expected. According to the statistics of comprehensively improving the quality of electrolyzer protection, the year-end bonus of civil servants is in the upper position in all industries.The, It ranks second under the financial industry. Generally speaking, the longer a civil servant is employed, the higher the position is, and the higher the salary is

generally speaking, the treatment of both is good

3. Competition analysis

State Grid

the figure shows the analysis of the registration ratio of various provinces in China from 2017 to 2019. Except for 2018, the registration ratio of most provinces remains at more than ten to one, and the admission rate will be lower in the most competitive regions, such as Jiangsu

in 2018, due to the sharp increase in the number of candidates, the competition is easy to year-round, but the most intense competition is 76.65:1, which is generally maintained in more than 30 provinces to one. Although the total enrollment of China is declining every year, in the next few years, the reporting ratio will basically fluctuate around the above data, and the difference will not be too great

civil servant

it is no exaggeration to describe the civil servant examination in one sentence: tens of millions of people cross the single wooden bridge

the above figure shows the overall competition analysis of national civil servants from 2014 to 2018. You will find that the admission ratio is much lower than that of the country. Let's take a look at the popular departments, as shown in the following figure:

the above figure shows the top 10 departments in the 2020 National civil servant examination, mainly looking at the final competition column. Basically, among hundreds or even thousands of people, the lower end of the admission screw rod is equipped with a ball socket and an upper pressing plate. Such fierce competition still cannot be compared with the country

4. Post development (internal promotion)

national power

post promotion in China is divided into two lines, technical line and management line

the technical route is generally to evaluate professional titles and experts. As an electrical expert, even if you are not promoted to a leading position, being an employee can continuously improve the riding experience of users, enhance environmental benefits and enjoy the corresponding treatment. Generally, level 3 employees can enjoy the treatment of deputy managers of local companies

the management route is similar to the promotion of civil servants. The route is generally ordinary employees - Team Leader (Professional) - Deputy Director (deputy manager of the branch) - Director (manager of the branch) - deputy manager of the company - manager. But the management route is not easy. 30% strength +20% luck +50% background. I won't elaborate on the details. But when you enter the country, no matter whether you have background or not, as long as you work hard, you will develop in the later stage

civil servants

the internal promotion of civil servants is relatively simple, that is, promotion, but the number of leadership positions of on-the-job civil servants is small, so it is difficult to promote

take the graduation of undergraduate students as an example. During the internship period, they will be clerks, and after the expiration of the internship period, they will be clerks. After two years, they can be promoted to the deputy section level. But in fact, in addition to rank parallelism, many civil servants may not be promoted throughout their lives

in addition, the new "Civil Servant Law" abolished the "non leadership positions" and implemented the "rank parallel" system. The number of rank parallel is verified in strict accordance with the number of comprehensive management positions, that is, the number of administrative staffing. The number of chief staff at the first to fourth levels of county and district level departments is only 60%, and the number of investigators at the third and fourth levels is only 10%, which also limits the promotion path of qualified personnel

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