In December 2020, the Ministry of Human Resources and Social Security of China and the National Postdoctoral Management Committee met to emphasize the importance of training postdoctoral fellows to maintain international competitiveness in science and technology (1). To this end, major cities and well-known universities and institutes in China are increasing recruiting efforts, offering high wages to attract more domestic and international postdocs (2, 3). However, before increasing the number of postdocs in China, the country should formulate more effective policies to protect the interests of postdoctoral fellows.

In addition to adequate salaries, postdocs need a stable scientific research environment and fair promotion channels. In many Chinese colleges and universities, postdoc training is focused only on generating publishable papers that can quickly improve the university's academic rankings (4). In addition, for most colleges and universities in China, overseas education is a prerequisite for permanent positions, making it difficult or impossible for their own postdocs to obtain tenure-track positions (5). Industry and government departments also hesitate to pay well-trained postdoctoral scientists the salaries they deserve (6), even if hiring them would improve the level of scientific research and policy-making.

Without effective training and job prospects, Chinese postdocs are not likely to become the main force of scientific research and innovation, despite their dedication and long work hours. China must take steps to improve the mentorship postdocs receive, and universities, industry, and government must reassess hiring practices to place more value on domestic postdoctoral experience. In addition, China should facilitate better communication between postdoctoral fellows in China and researchers in the United States and Europe to broaden the global vision of local scientists.

2020年12月，中国人力资源和社会保障部、全国博士后管理委员会开会强调博士后培训对保持中国在科学和技术上的国际竞争力的重要性。为此，中国主要城市和著名的大学和机构增加招聘工作，提供高工资吸引更多国内外博士后。然而，在增加中国的博士后数量之前，国家应该制定更有效的政策来保护博士后的利益。

博士后除了要有足够的薪水外，还需要一个稳定的科研环境和公平的晋升渠道。在中国的许多学院和大学，博士后培训只专注于产生可以迅速提高大学学术排名的论文。此外，对于中国大多数学院和大学来说，海外教育是获得永久职位的先决条件，这使得他们自己的博士后很难或不可能获得终身职位。工业和政府部门也不愿给受过良好训练的博士后科学家支付他们应得的薪水，即使雇佣他们可以提高科学研究和决策水平。

如果没有有效的培训和就业前景，中国博士后不太可能成为科学研究和创新的主力军，尽管他们很敬业，工作时间也很长。中国必须采取措施改善博士后接受的导师制度，大学、行业和政府必须重新评估招聘做法，让国内博士后经验更有价值。此外，中国应促进中国博士后研究员与美国和欧洲研究人员之间的更好交流，以拓宽当地科学家的全球视野。（完）


6223377168ebf3b8b96a93f365eb71807ee11012.jpg@1320w_348h.webp.jpg 返回小木虫查看更多