How is Jingding Design Institute?

Does no one understand? I have to handle it on my own

1. We welcome you to come for an interview at Jingding Company. We invite you to apply for a position at Jingding Engineering Construction Co., Ltd., and we hope that you will become part of the Jingding family. The interview will take place in three steps, namely: the head of the Human Resources department, the person in charge of the specific role, and the deputy general manager of the department. 2. Overview of Jingding Engineering Construction Co., Ltd. Jingding Engineering Construction Co., Ltd. (JDEC) was established in February 1993. It is a wholly-owned subsidiary of CTCI, Taiwan’s largest engineering company, and is one of the first mainland engineering companies with an overseas background to enter the field of engineering construction. The company currently has 450 employees, over 95% of whom are engineering and technical personnel, with more than 95% holding a bachelor’s degree or higher. The company holds Class A qualification for engineering design in the chemical, petrochemical, and pharmaceutical industries, as well as Class B qualification for environmental sanitation in the municipal industry, and undertakes EPC general contracting projects in these respective fields. The company primarily serves industries such as refining, chemicals, petrochemicals and the storage and transportation of chemical products, pharmaceuticals, biochemistry, environmental protection, and municipal engineering projects. It includes services such as planning, feasibility studies, engineering design, procurement, and construction and installation for the main project components as well as the supporting facilities (including the project’s own power stations, roads, dedicated railways, communication systems, various pipeline networks, and all associated buildings). The company’s quality policy is: advanced technology, scientific management, honest service, and customer satisfaction. The company’s mission is to provide customers with excellent products and high-quality services by adhering to strict quality control standards, leveraging its extensive engineering experience and strong technical capabilities, and operating on the principles of honesty and integrity through careful design and meticulous construction, while striving for continuous improvement. The company has undertaken numerous engineering design and EPC projects both domestically and internationally. These include the TPI East Diti PTA plant in Thailand, the Fujian Huaxing LPG storage facility, the Xiamen Xianglu PTA plant, the LDPE unit of the Sino-BASF integrated petrochemical project, the methyl methacrylate factory of Lucite (Shanghai) Co., Ltd., the sulfuric acid recovery unit of the Sinopec integrated petrochemical project, the Zhenjiang Guoheng ABS plant, the EO/EG unit of the Shell South China Sea integrated petrochemical project, the PVDC factory of Nantong Huiyufeng Company, and the PP unit of Formosa Plastics (Ningbo) Co., Ltd. – a total of over 50 projects that have all received recognition from their clients. The company is organized in accordance with the model of international engineering firms, adhering to international engineering standards, which facilitates the international development of its employees. The company offers competitive salaries and benefits to each employee, thorough training opportunities, as well as a clear career development plan. It also arranges regular training sessions at the headquarters in Taiwan, so that employees can maintain their competitiveness in the workplace over the long term. The company offers paid leave and flexible working hours, providing employees with a relaxed working environment and broad opportunities for growth. The company places emphasis on building a stable workforce over the long term, with mechanisms in place to retain employees and provide effective incentives; as a result, the professional safety of its employees is fully ensured. The company possesses and is proficient in using industrial design software packages such as PDMS, PDS, AutoPLANT, STADDPRO, PKPM, and INTOOLS, placing it at the forefront of its industry in China. The company boasts a favorable working atmosphere and a positive cultural environment. We are confident that you will fulfill your duties diligently, work hard, and thereby contribute to generating both social and economic benefits for the company, while also creating an ideal environment for your own growth and professional development. 3. Introduction to the compensation system, benefits, and training programs 3.1 Compensation system 3.1.1 The company’s compensation system is a growth-oriented one that takes into account employees’ technical qualifications, capabilities, and contributions throughout their work. The compensation consists of a monthly fixed salary, long-term incentive funds, and year-end bonuses; these elements are adjusted annually based on employees’ performance evaluations. 3.1.2 The technical qualifications of new employees are determined based on their work experience, technical skills, and interview results. These qualifications, along with external industry salary levels, are used to determine the monthly fixed salary, which consists of the base salary and skill allowance (position-based salary). Within one week after the interview, the Human Resources department will call to inform the candidate regarding employment and salary details. The salary is pre-tax (including personal income tax and individual insurance contributions), and overtime pay is provided as per company regulations for any overtime work. 3.1.3 The long-term incentive fund is a type of option that serves as an award for employees with excellent performance, based on their annual performance evaluations; it is available only to current employees, and those who leave their jobs for reasons other than retirement will no longer have access to the funds in their original account. 3.1.4 The year-end bonus is a variable reward that will be granted based on the employee’s performance in their actual work. 3.2 Benefits 3.2.1 Benefit packages are part of the distribution of employee value and their overall compensation; the company has established its benefit system in accordance with the practices of international engineering companies, while also taking into account China’s social security system. 3.2.2 The company pays the \"five social insurances and one housing fund\" on behalf of its employees, including pension, work-related injury, unemployment, medical, and maternity insurance, as well as housing provident fund. In addition, the company provides employees with an additional commercial supplementary health insurance to further safeguard their interests. 3.2.3 Paid leave system: In addition to the **specified legal holidays and regular holidays, employees who have worked at Jingding Company for one year are entitled to 7 working days of paid leave; those who have worked there for three years or more are entitled to 10 working days; those who have worked there for five years or more are entitled to 14 working days. Employees who have worked there for ten years or more receive an additional 1 working day of paid leave per year, up to a maximum of 30 working days. This leave does not include holidays, and it can be taken on an hourly basis. 3.2.4 Additionally, costs for joint activities organized by other groups, free work lunches and meals for overtime, as well as a flexible working hour system that takes into account employees’ needs, all reflect the company’s people-oriented management philosophy. 3.3 Training System 3.3.1 The company attaches great importance to the career development of each employee. Based on their abilities and experience, various technical qualifications have been established internally, and different training programs have been designed for each of these qualifications. 3.3.2 Each employee with technical qualifications will receive planned, goal-oriented, and focused on-the-job training based on a specific curriculum, enabling them to develop multi-faceted and comprehensive work capabilities, thereby transforming initial training into lifelong learning. 3.3.3 Training includes onboarding training for new employees, training in professional skills and techniques, cross-disciplinary training, project management training, and specialized training for assignments abroad. This training is aligned with international engineering standards and specifications, and it helps to update employees’ professional knowledge. Training sessions are also arranged at the parent company in Taiwan at appropriate times, so as to ensure your competitiveness in the workplace in the future. 4. Instructions for Employee Onboarding 4.1 Employed employees must not fall under any of the following conditions: 4.1.1 Being under sixteen years of age. 4.1.2 Suffering from various infectious diseases or chronic diseases that may affect their work. 4.1.3 Mentally or psychologically unfit, or physically disabled and unable to perform the job. 4.1.4 Those who have previously violated criminal law and whose cases are not yet closed. 4.1.5 Suspects, unidentified persons. 4.1.6 Those who have previously worked for this company and were dismissed. 4.2 Registration Procedure 4.2.1 After receiving the offer of employment, employees should arrange the start date of work with the HR department, and bring the required documents to the HR office by 9:00 a.m. on the agreed day to complete the registration procedures; formal work will begin on that day. ① Original and copy of my ID card (18 digits), copies of the first page of my household registration book and the page containing my personal information; ② Original and copy of my educational qualification certificate; ③ Original certificate from my former employer stating the termination of the employment contract; ④ Two recent one-inch bareheaded photos; ⑤ A water bottle. 4.2.2 Before reporting for duty, please obtain a passport at your place of residence, so as to facilitate overseas business trips and other related arrangements. 4.2.3 Upon registration, employees should fill out the Employee Registration Form truthfully and accurately, ensuring that their work experience is recorded correctly. At the same time, sign the \"Labor Contract\" as well as the \"Confidentiality, Non-Compete, and Intellectual Property Rights Agreement.\" 4.2.4 After registration, the company will arrange a medical examination at a designated hospital; only those who pass the examination will be formally hired. The precautions for the physical examination are as follows: fasting is required, and the tests include liver function tests, chest X-ray, electrocardiogram, and ten various urine tests. 4.2.5 At the request of employees, the company will apply for the \"Beijing Work and Residence Permit\" on their behalf for those who meet the requirements. 4.2.6 Employees who have already paid social insurance in Beijing should submit the procedures for transferring their pension and other insurance benefits from their previous employer to the Human Resources Department in order to continue coverage ； Those who pay fees from outside Beijing need a copy of their ID card, the first page of their household registration book, and a copy of their personal page. The company will open new accounts in Beijing to cover insurance premiums for employees who have not paid social insurance there; after retirement, these benefits will be consolidated and paid out at the place where their household registration is located ； Social insurance does not allow two contributions to be made at the same time; those who have not stopped paying their original insurance can temporarily refrain from making payments in Beijing. 4.2.6 After reporting to the company, please proceed with the transfer of your personal records as soon as possible. Employees whose household registration is in Beijing should go to the Human Resources department after reporting to complete the procedures for receiving their records ； If an employee’s household registration is in another place, they should transfer their personal records to the talent center in their place of household registration before reporting to the company. This will facilitate handling matters such as overseas travel approvals, marriage, and having children in the future. Please make sure that the dispatch certificate included in the records is complete, the information on it is accurate, and that there are also records related to salary payments ； Organizational relationships can be transferred along with the files. Try not to have your household registration and documents kept at the school, as they become inactive during that period. 4.2.7 Once the arrival date for new employees is determined, the Human Resources department will inform the department that will be using the employee of the expected arrival time, allowing that department to arrange seats, computers, and necessary stationery in advance ； When new employees report for duty, they will be given a \"temporary access card\" by the Human Resources department; the Information Center will then be instructed to issue access cards. The lunch allowance will be disbursed to employees’ personal bank accounts by the finance department next month. 4.2.8 On the day of arrival, go to the finance office to fill out the application form for the Bank of Communications Pacific salary card, and provide a copy of your ID card (both sides printed on one A4 sheet). The finance office will assist with processing the salary card; there is no annual fee for this card, and free SMS notification services are available through the bank. 4.2.9 Employees can rent housing near the company; most of them opt for shared accommodations, and rental prices are more favorable outside the North Fifth Ring Road. Before reporting to the company, please find a place to live first. You can obtain information about housing online (on sites such as 163 and 263) or through newspapers and magazines. Colleagues within the company often post information about available accommodations; you may sign a short-term rental contract first so that you can change it later if necessary ； Please be cautious of fake rental information to avoid being scammed. 4.2.10 Employees who provide incorrect or false information may be dismissed at any time, and may be required to compensate if damages are caused to the company’s interests. 4.3. Working Hours: 4.3.1 The company adopts a flexible working schedule, with working hours from 8:00–9:00 in the morning and from 17:00–18:00 in the evening; the daily working duration is 8 hours, excluding lunch time, with five working days per week ； 4.3.2 The company provides a lunch subsidy and free meals for overtime work; meal time is from 12:00 to 13:00, and employees may bring their own meals or order boxed meals. 4.3.3 Employees must wear identification cards during working hours, and use these cards to log in and out in order to keep track of attendance. 4.4 Probation Period: 4.4.1 Employees are subject to a probation period upon joining the company. The duration of this probation period is determined by the term of the contract signed. Except for management personnel, the initial contract term for other employees is three years, with a probation period of three months (six months for recent graduates). 4.4.2 Before the end of the probation period, the section head fills out the \"Regularization Assessment Form\" to evaluate whether the employee is eligible for regularization. After it is approved by the supervising manager and the deputy general manager, it is submitted to the Human Resources Department for record-keeping, which then notifies the relevant departments. 4.4.3 During the trial period, if the company or the employee determines that the individual is not suitable for the position, they may terminate the employment at any time or submit a resignation. 4.4.4 Employees with outstanding performance may be promoted to full-time status ahead of schedule. 4.5 Salary Payment: 4.5.1 The salary mentioned in the offer letter represents the employee’s official salary, which is paid in accordance with the company’s regulations, with the payment date being the last day of each month. 4.5.2 During the probation period (the first three months for recent graduates), the salary will be paid at 90% of the regular rate. 4.5.3 If an employee resigns during the probation period, their salary will be paid at 80% of the normal rate. 4.5.4 Those who disclose their own salary information or inquire about others’ salaries will be subject to disciplinary action or a salary reduction, depending on the severity of the offense. 5. Employee Code of Conduct 5.1 Basic Requirements Jingding Company attaches great importance to developing employees’ work skills and teamwork spirit. All of an employee’s actions must be guided by the principle of safeguarding the company’s interests, and employees are expected to possess good professional qualities as well as a strong sense of collective honor. 5.2 Work Discipline 5.2.1 Comply with **laws and regulations as well as the company’s various management systems. 5.2.2 Obligated to implement the company’s decisions regarding rewards, disciplinary actions, promotions, and transfers. 5.2.3 Consciously maintain the company’s image and must not disclose any company secrets. 5.2.4 Take good care of the company’s property and maintain a clean working environment; do not wander from your assigned post arbitrarily, as this may disrupt others’ work. 5.2.5 Attention should be paid to keeping the work surface clean and tidy; smoking is not allowed in the office. 6. Conclusion Through the above introduction, I believe you now have a certain understanding of Jingding Engineering Construction Co., Ltd. The cultural environment and development opportunities here will surely provide you with a platform to showcase your talents. If we cannot work together this time, I hope that through your efforts, you will be able to join our large Jingding team in the future and work together toward our common goals. As the company continues to develop, its management regulations will be continuously improved, and the contents of this manual shall be in accordance with those regulations. This document is an official document of Jingding Company. If it is not needed, please delete it promptly. Thank you for your understanding and support. Appendix 1: Introduction to Long-term Recruitment Positions at Jingding Company. Jingding Company is in a phase of growth and development, and therefore needs to continuously strengthen its team. As such, we are seeking candidates with over 3 years of experience in design work within the petroleum, chemical, and related industries, as well as good proficiency in English reading and writing, for the following positions. We welcome you to recommend friends and family to work at our company. 1. Process Design Engineer: Job responsibilities: Tasks related to process design in engineering projects within the petrochemical industry ； Including drawing P&IDs and preparing utility flow diagrams, etc ； Education and Major: Bachelor’s degree or above in fields such as Chemical Process Engineering or Chemical Engineering ； 2. Piping Design Engineer: Job responsibilities: Performing calculations related to the pipelines in petrochemical plants, carrying out piping design using PDS and PDMS, and coordinating with on-site construction activities ； Education and major: Bachelor’s degree or above in fields such as chemical engineering processes, chemical engineering machinery, chemical engineering equipment, mechanical engineering, materials engineering, etc ； 3. Electrical Design Engineer: Job responsibilities: Designing substations, power distribution systems for factories, lighting systems, grounding solutions, communication systems, fire alarm systems, and emergency broadcast systems ； Education and Major: Bachelor’s degree in related fields such as Power System Automation or Industrial Enterprise Automation ； 4. Instrumentation and Control Design Engineer: Job responsibilities: Instrumentation and automatic control design in the petrochemical industry ； Education and Major: Bachelor’s degree in a related field such as Process Automation in Petrochemicals, Measurement Technology, or Instrumentation ； 5. Structural Design Engineer: Job responsibilities: Structural design of buildings and structures in petrochemical plants. Educational requirements and major: Bachelor’s degree or above in fields such as civil engineering or construction engineering ； 6. Building Design Engineer: Job responsibilities: Designing buildings within petrochemical plants, such as control buildings, inspection buildings, and administrative auxiliary buildings ； Education and major: Associate degree or above in related fields such as architecture or construction engineering ； 7. Pressure Vessel Design Engineer: Job responsibilities: Involved in the design, bid evaluation, and supervision of manufacturing for various petrochemical equipment such as pressure vessels, large storage tanks, and silos ； Education and major: Bachelor’s degree or above in related fields such as chemical engineering equipment or machinery ； 8. Pump and Machinery Design Engineer: Job responsibilities: Involved in the selection of pumps, compressors, fans, mixers, complete sets of equipment, and other rotating machinery, as well as in bid evaluation tasks ； Education and major: Bachelor’s degree or above in related fields such as chemical engineering machinery, mechanical engineering, or power engineering ；

Reply to 3# nbjjyy: Sir, I also have this document; isn’t it just the interview report manual?

This is also the interview handbook they sent me; I haven’t had time to look at it yet, but it clearly outlines the salary, benefits, overtime arrangements, residence permit, and other details.

Reply to 5# nbjjyy :) Haha, I didn’t pay attention to it either. I plan to go after the 11th, just to hear what the employees there have to say

Probably internal employees won’t say it. As a layperson, let me say it: as you probably already know, it’s a design company run by Taiwanese people. When it comes to the ranking of bosses, the basic order is something like this: Europeans, Americans, bosses from the Americas, Australians, New Zealanders, Japanese bosses, Taiwanese bosses, bosses from mainland Chinese state-owned enterprises, and bosses from mainland Chinese private enterprises. If you take a look at how these bosses treat their employees, you’ll understand clearly. Second: For some reason, this company is always short of staff. There are two explanations: either the employees can’t be retained, or there is too much work. If it’s the first case, what are the reasons why it can’t be retained? Treatment or job? Secondly, will I get exhausted to death if I go there? P? Third: As expected, Jingding currently does not have the capability to help you obtain a Beijing residence permit; at most, it can issue some kind of residence certificate. PS: Even large state-owned enterprises now require people to wait in line; it’s not like before when obtaining a Beijing residence permit was straightforward once one started working (many people would leave their jobs after just two years, as the original intention of granting residence permits to maintain stability within the workforce was no longer in effect)

This post was last edited by runtian2 on 2011-9-22 21:26. 1. Salary and benefits: The supervisor and the HR department will discuss these details with you; it depends on your own perception as to whether the benefits are sufficient or not； There are mid-year bonuses and year-end bonuses. 2 Overtime: Overtime is encouraged; the pay for working on weekdays is 1.5 times the regular rate, 2 times on weekends, and 3 times during holidays. 3 Residence permit: It is not possible to obtain a Beijing residence permit for fresh graduates (and it seems that no company can help with this for non-fresh graduates as well). 4 Regarding Taiwanese investment: It is a subsidiary of Taiwan’s Zhongding in the Chinese mainland, but it has its own board of directors. Compared to other companies in Taiwan, Zhongding treats its employees fairly well; Jingding doesn’t give out shopping vouchers or gifts during holidays, but I don’t think it’s necessary to worry too much about such things. 5 Regarding the shortage of staff: There are quite a few projects here at the moment, and it is expected that there will be even more in the next one or two years. The constant need to hire new employees is probably related to this; the turnover rate in this field is higher compared to other specialties. 5 Other: The total number of employees is currently less than 600. We moved near Andingmen in March this year and purchased a 3-story building there.

The last edit to this post was made by wangdongsheng86 on 2011-9-22 at 23:34; he replied to 8# runtian2, asking gently what the penalty for breaking the contract offered by Jingding is

There is no penalty fee; those leaving during the trial period must inform the company two days in advance, while those who have become permanent employees must give one month’s notice

Take this guy’s advice; it seems like he’s an insider, and it’s even possible that he works in the HR department. Haha. What I want to ask is: how do you define overtime? Is it the project manager who gives approval, or is it sufficient for someone to be in the office? Of course, if it involves company secrets, then don’t mention it; I’m not interested in secrets