I. Guiding ideology
Taking the implementation of performance pay for teachers and staff in compulsory education schools as an opportunity, we should establish a scientific and standardized income distribution mechanism for primary and secondary schools, give full play to the leverage of performance pay, and truly do something different, do something different, do something different, and do something different, so as to encourage the majority of teachers and staff to love their jobs, work hard and forge ahead. Actively complete various tasks and objectives, and strive to promote the sustained, healthy and rapid development of education in the city.
Second, the implementation object
The city's compulsory education primary and secondary schools (including central schools) in the staff (including students funded outside the province).
The teaching teachers sent by compulsory education schools shall be approved by the recipient schools and participate in the performance salary distribution of the recipient schools. The recipient schools shall organize the assessment, and the assessment basis and requirements are the same as those of the staff of the recipient schools.
Teaching staff seconded to non-compulsory education schools or other units do not participate in performance pay assessment and distribution.
Third, the principle of evaluation and distribution.
1, adhere to the principle of "no pains, no gains, excellent grades and rewards". Performance pay is based on the results of performance appraisal. No matter what the reason, as long as there is no post performance appraisal result, you can't participate in the distribution and payment of performance pay.
2. Adhere to the principle of "justice, fairness and openness". The whole process of performance pay assessment and distribution is open, fair and just.
3, adhere to the principle of "scientific and reasonable". The performance appraisal wage distribution scheme of compulsory education schools in the city should be scientific and reasonable, and the performance wage gap should not be too large.
Fourth, the form of performance pay.
The performance salary of school staff in the compulsory education stage in the city is divided into two parts: the first half of the year (1-June) and the second half of the year (7-65438+February). After being audited by the Personnel Department of the Municipal Education Bureau, it will be reported to the Municipal Finance Bureau and directly transferred to the teacher's personal salary card through the personal salary account.
Five, the content of performance appraisal and quantitative scoring method
(A) performance appraisal items and scoring standards
The total assessment score is 100, including attendance 10, workload 30, education and teaching process 30 and education and teaching performance 30.
1, attendance rate (10). Mainly assess the attendance of faculty and staff. Sick leave for 3 days will be deducted 1 minute, personal leave 1 day will be deducted 1 minute, and miners 1 day will be deducted 3 points. Negative scores are not calculated until this score is deducted. Holidays such as weddings, funerals and maternity leave shall be implemented in accordance with relevant regulations. The assessment basis is the attendance record of the school (unit).
2. Workload (30 points). Quantify the weekly workload of all positions in the school. Add up the weekly workload of all faculty and staff to get the total weekly workload of all positions in the school, and then divide it by the total number of faculty and staff in the school to get the per capita weekly workload of faculty and staff in the school. The workload score of faculty is divided by the actual workload of faculty per week, and then multiplied by the workload. The calculation formula is:
Weekly per capita workload of teaching staff = weekly total workload of all positions in the school ÷ total number of teaching staff.
Faculty workload score = actual workload of faculty week ÷ per capita workload of faculty week ×30 points.
All schools (units) should reasonably match the workload of faculty and staff, and try to achieve a balanced workload of faculty and staff every week.
3, education and teaching process (30 points). Mainly assess the post responsibilities and safety management responsibilities, work attitude and sense of responsibility of faculty and staff in the process of education and teaching. Full-time teachers focus on the implementation of regular teaching such as preparing lessons, teaching, approving classes, helping classes, and taking part in teaching and research activities. It is necessary to guide teachers to carry out teaching work in peacetime, actively participate in teaching and research activities, improve classroom teaching efficiency, and implement quality education. For this kind of assessment of non-teaching staff, the school should formulate corresponding rules.
4, education and teaching performance (30 points). Mainly assess the completion of the task objectives of the department and the actual effect of the work. Full-time teachers with other social work properties, according to the part-time situation, the assessment score is divided into teaching score and part-time score according to a certain proportion, and the score is calculated by sub-assessment. The performance evaluation of non-full-time teachers' education and teaching is carried out by the central school (unit) according to the post objectives and tasks arranged each time, and is carefully and strictly evaluated and quantified as scores. The assessment of educational and teaching achievements in special schools can formulate detailed assessment rules suitable for their own reality according to their own characteristics.
(B) the distribution of performance pay
The distribution of performance pay for faculty and staff is based on the results of work performance appraisal. Add up the job evaluation scores of each faculty member to get the sum of the job performance evaluation scores of the faculty members. Divide the total performance salary of the whole school by the sum of the performance appraisal scores of the whole school to get the score. The score multiplied by the employee's performance appraisal score is the amount of performance salary that the employee deserves. The calculation formula is:
Total performance subsidy of the whole school
———————————× Employee's individual performance appraisal score = employee's individual performance salary.
Total score of school performance evaluation
(3) performance pay requirements
1. Personnel who have not undertaken any education and teaching work this semester will not enjoy the provincial performance subsidy (except retirees stipulated by the Education Bureau below the city level).
(1) absenteeism for 5 working days this semester, and sick leave for more than 2 months;
(2) full-time study;
(3) The labor contract is terminated;
(4) Stop paying wages;
(5) Secondment from outside the education system.
2. In terms of teachers' morality and style, those who violate the Teachers' Law, the Code of Professional Ethics for Primary and Secondary School Teachers and other relevant regulations cannot be handled by the organization, and the performance appraisal score will be deducted as appropriate. Anyone who is punished by informed criticism, warning, demerit recording, serious demerit recording, demotion, dismissal or dismissal during the semester will be deducted from the performance appraisal score by 20%, 30%, 50%, 60%, 70%, 80% and 100% respectively.
VI. Organization, leadership and supervision of evaluation work
1. In the compulsory education stage, all primary and secondary schools should improve the specific evaluation scheme (detailed rules) according to the above evaluation guidance, and the evaluation scheme (detailed rules) must be discussed and approved by the workers' congress or the workers' plenary meeting (more than half of the participants attended and most of the participants agreed). The appraisal scheme (detailed rules) shall not be changed once it is passed by the workers' congress or the workers' congress. If the scheme (detailed rules) is found to have obvious loopholes or obvious unfairness in the operation, it will still be modified through the above procedures. The detailed rules for the evaluation of primary and secondary schools shall be submitted to the township central schools for review. The evaluation score must be confirmed by the original basis. The Personnel Section of the Education Bureau randomly selects 1-2 from the specific evaluation schemes of primary and secondary schools in towns and villages for inspection. If it meets the standard procedures, it will examine and approve the details and schemes of performance pay distribution; Those who do not conform to the prescribed procedures and cause strong repercussions among employees shall not be approved.
2. The whole process of evaluation should be open and transparent, and be subject to the supervision and inquiry of the teaching staff at any time. After the quantitative assessment results are published, they should be publicized in our school, and the publicity period should not be less than 3 days. If you have any comments, you should check them in time. If the assessment score is wrong, the assessment score must be re-determined. If the assessment score is low, you should feedback the assessment results to me in time and tell me that I can review and appeal within the prescribed time limit. All responsible departments should strictly implement the regulations and conscientiously do a good job in reviewing and responding to appeals.
3. Each central school should set up a leading group for performance-based salary assessment and distribution of teaching and administrative staff, and be responsible for the organization, guidance, supervision, coordination and management of performance-based salary assessment and distribution of teaching and administrative staff in primary and secondary schools under its jurisdiction. Primary and secondary schools should establish working institutions to be responsible for the specific implementation of assessment and distribution. The working organization consists of 3-9 school leaders and faculty representatives, with the principal as the team leader and faculty representatives in the assessment team not less than 1/3. The members of the evaluation team can be nominated by the school administrative meeting or democratically elected, and produced by the way of the faculty meeting or the teachers' congress.
The members of the school evaluation team must strictly implement the evaluation regulations and conduct the evaluation realistically. If the assessment is not carried out according to the prescribed procedures, it shall be ordered to re-evaluate according to the prescribed procedures. Those who practice favoritism, take revenge or resort to deceit in the assessment will be dealt with severely.
Seven. Disciplinary requirements
1, after the implementation of these measures, primary and secondary schools are not allowed to issue subsidies on their own in other names, occupy public funds of schools and project funds to issue subsidies, collect funds in disorder, apportion subsidies in violation of regulations, use other school income, and issue subsidies privately in violation of the provisions of the two lines of revenue and expenditure.
2, the school should be strictly in accordance with the Ministry of Finance "administrative institutions wage subsidies related accounting methods", the establishment of special subjects for subsidies, for unified accounting of all subsidies issued by the unit, other subjects are not allowed to account for subsidies.
3. The Education Bureau has incorporated the performance-based salary assessment and distribution of teaching staff into the annual task target assessment of each unit, further strengthening the supervision and management of this work. The Education Bureau will organize relevant personnel to supervise the performance pay assessment and distribution of townships and schools.
4. Anyone who violates relevant disciplines and regulations, once verified, will be investigated for the responsibility of the principal, the principal in charge and the financial personnel in strict accordance with organizational procedures.
Eight, the county education bureau is responsible for the interpretation of these measures.
December 20th, 2008
Standard Method of Performance-based Pay Growth for Teachers in China in 2009 (Details)
Performance pay refers to the comprehensive assessment of employees' teacher performance pay standards, work performance, work attitude and work skills. , the establishment of a scientific performance appraisal system based on employee performance wage growth rate.
A, teacher workload calculation and performance pay method:
(A) the classroom teaching results according to the formula N= calculation. Among them, the number of class I hours awarded by teachers is the conversion coefficient of class I hours awarded.
Based on the semester teaching plan officially issued by the Academic Affairs Office and the actual teaching hours. According to different situations, the values are as follows:
1. Related to the teaching content.
(1) Teachers hold the same subject in different classes, but the teaching content requirements and emphasis are quite different, and they teach according to different syllabus, plans or textbooks, and have compiled different teaching plans (referred to as "two heads" for short), so = 1.00.
(2) The teacher is a textbook, and repeated classes with the same progress, =0.9.
(3) New courses (excluding the first course offered by new teachers) = 1.2.
(4) The teacher teaches two courses at the same time, and the course with less scores = 1.2.
(5) In the course of the semester, due to the needs of teaching tasks, temporary arrangements are made to take (substitute) classes. In the first two weeks, if (substitute) class and classroom are two courses, (substitute) class = 1.4, if (substitute) class and classroom are two ends, (substitute) class =65438. The rest of the class hours are calculated according to the normal situation.
(6) Teaching under other circumstances, = 1.02. It is related to the number of students in the teaching class.
(1) 1 ~ 20 people, =0.8
(2) 2 1 ~ 35 people, =0.9
③36 ~ 50 people, = 1.0.
(4) 5 1 ~ 65 people, = 1. 1.
(5) 66 ~ 80 people, = 1.2.
(6)8 1 person or more, with an interval of 20 people.
If the teacher's teaching involves the above situation, it can be calculated according to its specific situation.
(two) to lead and guide the students' field practice outside the school is 40 points per class per week, and the teachers participating in the practice are assigned according to the situation, but each teacher shall not exceed 22 points per week.
(3) Teachers without classes instruct the school to suspend classes for internship, graduation design, curriculum design, large-scale homework, etc. Calculated by class hours per week ×0.6.
(4) Teachers who have teaching tasks and at the same time guide the school to suspend classes for practice, graduation design, curriculum design and large-scale homework. , should be evaluated according to the following standards.
(1) The teaching hours are 6 hours, and the practical teaching achievement =( 1 total weekly hours-teaching hours) ×0.6.
(2) The teaching hours are 6 hours, and the practical teaching achievement =( 1 total weekly hours -6- teaching hours /2)×0.6.
(five) in addition to the various cultural and sports activities guided by the teaching plan, other workload, the calculation standard is:
(1) Every leader who does morning exercises is rated as 0.5.
(2) Each leader does an interval exercise according to 0.2 teaching points.
(3) Organize extracurricular cultural and sports activities, with 0.5 teaching points per hour.
(4) Organize the preparations for the school sports meeting, and the sports group will write a report according to its workload. After being audited by the president of educational administration, the one-time bonus will be issued with the approval of the president, without counting the teaching points. 5) For the practice team participating in the off-campus cultural and sports competition approved by the school, if the actual practice time reaches 1 hour or more each time, add 0.6 points; If you get good results in the competition, you can write a report according to the ranking, and after being audited by the teaching principal, a one-time bonus will be distributed to the sports group.
(6) Teachers are on business trips, and the weekly workload is calculated according to 10 teaching point.
(7) Instructors appointed by professional departments and teaching and research sections and approved by the teaching director have guidance plans and implementation, inspection and assessment. After the expiration, they have appraisal. According to their guidance, the workload of each semester will be 0 ~ 12.
(8) Teachers are arranged by the school to compile textbooks (unpaid) and other textbooks, and the workload is full draft per 1000 words 1 (including review).
(9) The school will unify the examination subjects, and each set of test papers (including standard answers and grading standards) issued by teachers will be given to two teaching points, and each class will be given to two teaching points to correct test papers (including transcripts, performance analysis and sorting test papers).
(ten) teachers are appointed by the school to teach outside the school, and their workload calculation is the same as that in the school.
(eleven) teachers to complete other sporadic tasks, generally no longer calculate the workload, special circumstances can be declared by the professional department, by the Academic Affairs Office in conjunction with the teaching director to determine its workload.
(twelve) the workload of teachers is declared by the professional department (branch) and approved by the Academic Affairs Office.
(thirteen) in the teacher's business file, the workload is filled in according to the actual teaching hours and other teaching tasks.
(14) If the monthly teaching workload of teachers is equivalent to more than 50 teaching points, the benefit salary 5 yuan will be increased for each 1 teaching point (guiding internship, graduation design, curriculum design, large-scale homework, etc. Both inside and outside the school will not exceed the teaching point). (15) trainee teachers teach during the probation period. If they are within 18 teaching point/month, the benefit salary will not be calculated. If they exceed 18 teaching point/month, the benefit salary will be calculated as per 1 teaching point/0 yuan.
Second, performance pay and part of the allowance.
(1) The performance salary of each teacher's teaching grade is paid to the unit's teaching grade according to the hired professional title, and the amount is 20 yuan, deputy senior, intermediate 17 yuan, assistant 15 yuan, staff 13 yuan.
(2) Teachers (including employees) hold lectures approved by the school, and the subsidy for each lecture is 100 yuan.
(3) Ask teachers to provide morning and evening self-study counseling, and seriously answer questions and manage in class. Every time 1 self-study counseling (morning and evening), allowance will be paid 10 yuan.
(4) Teachers (including employees) will be given 10 yuan invigilation allowance every time they attend the invigilation officially arranged by the Academic Affairs Office.
(5) Employees who attend part-time classes shall be given a part-time class allowance of 10 yuan per class hour.
(6) The school will set up some individual awards in the aspects of teaching quality, teaching and educating people, teaching governance, second classroom and laboratory construction, teaching research, thesis writing, internship, design preparation and guidance, and counseling and organization of cultural and sports activities, and reward those who have outstanding performance and outstanding achievements. The amount of awards will be decided by the principal according to the specific situation.