Through the introduction of internal staff, I learned that there are four different recruitment models in China Construction Third Bureau. To be clear, this is just an introduction from an internal staff and does not represent my opinion.
If you have experienced or seen a situation that is inconsistent with what is described in this article, what you see will prevail.
China Construction Third Engineering Bureau uses four recruitment models.
"Lump sum" jobs, that is, wages and benefits are paid according to a fixed amount. Note that instead of requiring you to work as an actual worker, you are paid on this basis. To put it simply, a year's salary is fixed.
This contract model is essentially a labor dispatch model, which has little to do with China Construction Third Bureau, and has no bonuses and other benefits, and is purely a fixed salary.
For example, if the company signs a labor contract with you, the human resources department tells you that you can get a salary of about 8,000 yuan per month, ensuring that you can get a total of 100,000 yuan a year. However, you will not be able to enjoy other benefits.
This model only provides five insurances, no housing provident fund, and the social security payment base is implemented according to the local minimum standard.
The recruitment target is generally a junior college student or undergraduate student with more than two years of work experience, and the positions held are usually safety officers, quality officers, testers, etc.
This contract model is basically the worst one, with the contract being signed only in the name of the project. The company does not take risks, and for job seekers, there may be a risk of losing their jobs after completing the project.
This contract model usually provides a salary of about 4,000 yuan, and there are no other benefits, and the work is more onerous and sometimes involves manual labor.
Usually only persons with technical secondary and tertiary education are suitable for this type of contract.
This contract model is difficult to stabilize, let alone promote and raise. The main position is an electrician and other operators.
Relatively speaking, this contract model is a good choice.
If you are a fresh graduate, you may choose this contract model, with the same basic salary as a regular employee, but the standard of five insurances and one housing fund is slightly lower. The premise is that you are a fresh graduate, and you cannot enjoy the housing provident fund for social recruitment.
If you are a social employee, the salary and benefits are the same as those of regular employees, the only difference is that there is no housing provident fund. However, it is more difficult to get a promotion and a salary increase compared to regular employees.
This model is to sign a labor contract with a third-party company, and the five insurances are paid by the third-party company.
The only drawback of this recruitment model is that it is very difficult to become a regular. The system of conversion of China Construction Third Bureau is very strict, and you must have relevant certificates, academic qualifications and connections to become regular.
The positions provided by this contract model include construction personnel, quality personnel and safety personnel.
All in all, I chose this company mainly because of the salary package, and it is actually not realistic to promote and become a regular employee.
There are two types of regular employees: bureau-owned and company-owned, so I won't expand on the details.
Sign a labor contract with the company's headquarters, enjoy five insurances and one housing fund, and the opportunity for promotion and salary increase is much greater than that of labor dispatch employees.
According to the provisions of the labor contract, the probationary period is usually one year, and the salary for this year is often lower, about 70,000 yuan.
The salary can reach 100,000 to 150,000 yuan in the second year.
The advantages of regular employees are very obvious, including promotions, salary increases, salary packages and benefits.
The salary of the general contractor of China Construction Third Engineering Bureau is mainly composed of basic salary, benefits and quarterly bonuses.
The amount of the quarterly bonus is related to the output value of the project, that is, if the collection of your project is good and the output value is high, then the quarterly bonus will increase accordingly.
The output value is generally calculated on a monthly basis, and the cost of the construction site is calculated according to the provisions of the contract.
Normally, after deducting the down payment, multiply it by the contract payment percentage to get the actual payment amount.
The base of the quarterly prize is usually between 10,000 and 30,000, and now it may be as low as about 3,000. The quarterly bonus coefficient for newly hired regular employees is 1, while the quarterly bonus coefficient for project managers is 2.
The calculation method of the quarterly award is as follows: quarterly bonus = quarterly bonus base * quarterly bonus coefficient.
For specific calculation rules, please refer to this answer: What is the salary of undergraduates entering China Construction Third Bureau?
There are two modes of recruiting employees in China Construction Eighth Bureau, and the treatment is different.
Literally, social recruitment refers to "social recruitment", that is, only people with certain work experience can enter the China Construction Eighth Bureau.
The recruitment requirement is to have more than two academic qualifications and more than two years of work experience, as long as these conditions are met, you can enter.
Socially recruited employees are entitled to five insurances and one housing fund, but they are paid according to the local minimum standard. The employment contract is signed with a third-party organization.
The salary and benefits are the same as those of its own employees, and the performance appraisal is carried out at the end of each year, and all employees participate in the assessment, and next year's salary will be paid according to the assessment results.
Relatively speaking, this contract model is not bad, and there is a great chance of turning it into a regular in the future, as long as you perform well and obtain a construction-related certificate, it is not difficult to become a regular.
There are two types of self-owned employees: bureau-owned and branch-owned.
People often ask me what is the difference between these two, the fundamental difference is that the bureau has its own means that the bureau has your list, and it is more troublesome for you to resign, and it is difficult for the company to fire you.
The salary, benefits, five insurances and one housing fund are the same, so there is no need to worry about this.
The recruitment requirements for self-owned employees are usually higher, generally requiring a bachelor's degree or above, and students with excellent school performance and outstanding grades can generally enter the China Construction Eighth Bureau.
Enjoy five social insurances and one housing fund, and pay according to the salary standard. Sign a labor contract with China Construction Eighth Bureau and enjoy various benefits, including overtime pay, festival pay and so on.
The salary structure of China Construction Eighth Bureau is relatively simple, mainly composed of basic salary and various bonuses and benefits.
In addition, there is a very profitable way to pay dividends from the project.
This model requires the payment of risk collateral, and after the project is completed and settled, dividends are obtained according to the division of labor of the project. This was a great option, but it doesn't work out now.
Because of the current transparency of the construction market, the competition is becoming increasingly fierce, and the bidding is getting lower and lower, which brings small profit margins to the construction unit.
If the project is found to be unprofitable after completion, it means that there are no dividends to be paid. Moreover, if there is a loss of the project, you will also need to deduct the risk collateral you paid.
Think of it as a risky investment.
In the past few years, the project dividends were very popular, and many old employees enjoyed generous dividends.
After the project is completed and settled, ordinary employees can get tens of thousands, department heads can get more than 200,000, and project managers can get millions.
It can be said that it is very good.
Seeing this, are you a little jealous?But now this is rare.
To sum up, if you are a fresh graduate with more than two academic qualifications, it is recommended to choose to sign a formal employee contract, which is more secure and faster to promote in the future.
If you enter a central enterprise like CSCEC through social recruitment, then you can choose a company with good long-term development prospects, which can provide a larger platform and is more likely to be promoted regularly, which is the most ideal choice.
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