Pay and benefits are the main cause of the brain drain

The author works in a township and has some understanding of the working environment and pay and benefits of staff at a grassroots animal husbandry and veterinary station. Outdated offices, backward office equipment, an aging staff structure, and low educational levels are common phenomena. In addition, most of the unit's establishment is enterprise establishment, and it is economically self-sufficient, with very little funding from higher levels. In order to survive, employees have no choice but to put more thought and energy into side businesses such as operating veterinary drugs and feed. In addition, the sense of social recognition that animal husbandry and veterinary stations gain in townships is also very low. In such an environment, the mental state of the staff at animal husbandry and veterinary stations is generally poor, and morale is naturally low.

Animal husbandry and veterinary stations bear very important regulatory and service responsibilities, such as the prevention and control of animal diseases, animal quarantine supervision, and the promotion of breeding technology. If there is no good working environment and the various pay and benefits for staff cannot be guaranteed in place, then how can employees perform their duties with peace of mind and efficiently? How can animal husbandry and veterinary stations attract talent and bring in fresh blood?

The author believes that, first, the government must change the personnel management model of grassroots animal husbandry and veterinary stations, allocate the necessary number of civil servant establishment and public institution establishment quotas to the stations, and attract talent through unified recruitment examinations, transfers, and other channels to strengthen regulatory and service capacity. Second, the government must change the funding guarantee and staff pay and benefits guarantee models of grassroots animal husbandry and veterinary stations, fully bear the expenses for staff salaries, insurance, and so on, and allocate the necessary work funds. Third, the government must also strengthen the software and hardware development of grassroots animal husbandry and veterinary stations, improve office conditions, and fully equip them with law enforcement and service vehicles, computers, testing instruments, reagents, and other office equipment. Only when we give grassroots animal husbandry and veterinary station staff a good environment and the necessary guarantees will they have the drive to perform their duties, more talent be willing to devote themselves to grassroots animal husbandry and veterinary regulatory and service work, and the cause of animal husbandry regulatory services have hope.