Performance pay calculation method, for reference only:
(A) the distribution of performance pay is based on the following three factors.
1, class workload: the actual class workload of the staff.
Calculation method of classroom workload of full-time (part-time) teachers in schools;
Classroom workload of full-time (part-time) teachers = actual class hours per week × subject coefficient
(1) The setting of secondary school subject coefficient can refer to the following table:
Subjects: Chinese, Mathematics, English, Culture, Science, and other subjects.
Coefficient1.331.141.
(2) Primary school subject coefficient setting can refer to the following table:
grade
Subject 1, Grade 6, Grade 2 to Grade 5
Chinese English Mathematics 1.4 1.3
Other 1. 1 1
2. Social workload: that is, other relatively stable and long-term jobs held by staff in schools other than classes, such as class teachers, grade directors, department heads, etc. Social posts covered by a post cannot be counted repeatedly, and sudden and temporary posts are not reflected in performance pay.
Calculation method of social workload:
The definition of personal weekly social workload in middle schools can refer to the following table:
Number of job conversion parts Number of job conversion parts
The head teacher has 4 classes and the grade is 4 classes.
Section 2, 2, 1, 6, 6, 6, 6, 6.
The definition of individual weekly social workload in primary schools can refer to the following table:
Number of job conversion parts Number of job conversion parts
The five grades of the head teacher are 1.
Section 2, Section 0.5, Section 2, Lesson Preparation Team Leader
The social workload of the head teacher, the head of the grade, the head of the department and the person in charge of preparing lessons can be calculated cumulatively.
3. Benefit wage coefficient: that is, the comprehensive evaluation of employees' experience, quality and benefit in the performance wage scheme is reflected by the personal benefit wage coefficient.
Calculation method of benefit wage coefficient;
The coefficient is 1 based on the amount of the lowest employee in the performance salary extracted by the on-the-job staff of the whole school. The rest of the staff will compare the amount of performance pay extracted by themselves with the minimum amount to calculate the personal benefit wage coefficient (keep three decimal places). The specific formula is as follows:
Personal benefit wage coefficient = the amount of performance wage extracted by me/the minimum performance wage extracted by the faculty of the whole school.
According to the above three factors, the quantitative data of employees' workload is determined, which is called "points", and performance pay is allocated according to "points".
(2) The specific distribution method of performance pay:
1, calculation method of performance pay for middle-level and above cadres in schools:
The monthly performance salary of the principal = the amount of performance salary extracted by me+30% of the average performance salary of the school;
The monthly performance salary of the vice principal = the amount of performance salary extracted by me+23% of the average performance salary of the school;
The monthly performance salary of the director = the performance salary I extracted +65438+ 08% of the average performance salary of the school;
Deputy director's monthly performance salary = the amount of performance salary I extracted+the average performance salary of the school.10%;
(Note: Average performance salary of the school = total performance salary of the whole school/number of participants in the reform. The principal includes the secretary, the vice principal includes the deputy secretary, the director refers to the post of middle-level cadre, and the deputy director refers to the deputy of middle-level cadre; The secretary of the Youth League Committee of middle school or the counselor of the primary school brigade is calculated according to the workload of the deputy director, and the workload of the director can also be calculated if there are relevant policies and regulations. )
According to the requirements of teaching evaluation, middle-level and above school cadres should not only engage in administrative work, but also participate in the teaching of corresponding disciplines. School leaders need to attend 2-3 classes a week, and the director and deputy director need to attend 4-6 classes a week. Overtime is not counted as workload. Principals should take part-time classes in principle, but in case of large-scale schools or important work at different stages, principals may not take part-time classes. 2. The calculation method of full-time teachers' performance pay points and amounts is as follows:
The class hours of full-time teachers are less than or equal to the average workload of the school (multiplied by the subject coefficient), and the class hours are multiplied by the personal benefit wage coefficient; The part exceeding the average class hours is multiplied by the coefficient 1.
Full-time teachers' monthly workload score = (weekly workload does not exceed average class hours × personal coefficient+workload exceeds average class hours × 1+ social workload) ×4.5.
If the weekly workload changes greatly within one month, it will not be multiplied by 4.5, and the performance pay points will be calculated in sections according to the actual situation.
The amount of each point is S= (the total performance salary of the whole school-the total performance salary of middle-level and above cadres)/(full-time teachers+general administrators+teaching assistants+staff in the establishment) total workload points.
Full-time teachers' monthly performance salary =S× my monthly workload score.
3. The workload of general administrative personnel (full-time), teaching assistants (full-time) and staff in the establishment can be calculated with reference to the following methods:
Taking the average weekly workload of full-time teachers in the whole school as p, the calculation formula of monthly workload is as follows:
The monthly workload of general administrative staff and teaching assistants is p × 0.9× personal benefit wage coefficient × 4.5.
Monthly workload integral of employees in the establishment =P×0.8× personal benefit wage coefficient× 4.5.
General administrative staff (full-time), teaching assistants and employees in the staff performance salary amount =S× my monthly workload points.
(3) Special circumstances:
1. Teachers who take part in general teaching AIDS or general administrative personnel who take part in classes (including part-time party personnel officers, moral education officers, educational affairs officers, electronic teachers, library management, experimenters, etc.) convert workload sections. ) It shall be specifically agreed by the school according to the actual situation such as the number and difficulty of part-time jobs.
2, fixed club activities, competition counseling, etc. In addition to the above measures, the allocation of extra workload subsidies shall be formulated by the school itself, but it shall be approved by the teachers' congress.
3. The number of performance pay points for some important special posts shall be examined and approved by the school according to the specific situation, but it must be approved by the teachers' congress and reported to the competent department.
4. The above coefficients and converted sections are for reference only, and the district education bureaus and schools can modify them according to the actual situation.
Verb (abbreviation of verb) wage adjustment mechanism
(a) the total wages of the unit, the wage levels and standards of employees' files are still adjusted according to the current wage policies and operating mechanisms of the state, Guangdong Province and this Municipality.
(2) During the employment period, the salary increase due to salary adjustment, promotion and salary increase will be directly paid to individuals, and will be included in the calculation of total wages in the next round of new competitive employment.
Six, the provisions of other issues
(a) the reform salary is calculated and paid in ten months every academic year (winter vacation and summer vacation are based on the monthly file salary in January).
(two) social security and retirement pension are paid and calculated according to the "file salary" of employees. Personal income tax of employees shall be paid according to their actual income.
(three) the annual assessment awards and holiday solatium are not included in the total wages, and are still directly distributed to individuals according to the current policy channels.
(4) The salary of new employees before they become full members is determined according to the current wage policy, and they will not participate in the wage distribution reform.
(five) within the same rank, the increase or decrease of the post salary level cannot exceed the second level.
(6) For employees who have only retired for two years or less, the salary level of the post will not be lowered in principle when the salary changes.
(seven) after the reform of the wage distribution system, the following benefits of employees, which involve the calculation of wages, should be handled separately according to different situations:
1, social insurance, pension, funeral subsidy, work-related (public) one-time disability compensation and other security benefits are calculated according to the current policy and the relevant provisions of Shenfu [2004] 168 document, based on the employee's own file salary.
2. Calculate employee leave (personal leave, sick leave, annual leave, family leave, marriage leave, maternity leave, nursing leave for newborn children of male employees, funeral leave, etc.). ) and wages related to their actual work, such as administrative punishment, detention review, reeducation through labor, criminal punishment, etc. And the distribution ratio and methods are still implemented according to the current policy, in which: before the reform, the basic salary is used as the calculation base, and after the reform. Before the reform, the total salary was used as the calculation base, and after the reform, the post salary was still used as the calculation base. The calculation method of performance salary was decided by the unit independently. Need to withhold wages, the corresponding withholding housing subsidies.
Seven. Approval procedure
Each unit shall formulate a specific wage distribution plan according to these measures, which shall be adopted by more than 2/3 of the staff and workers' congresses of the unit and reported to the education administrative department at the same level and the personnel department at the same level for examination and implementation. The total wages and fund allocation of each unit shall be audited once a year by the education administrative department at the same level in charge of personnel and finance.
;