In order to improve teachers' work enthusiasm, improve teaching quality and safeguard the interests of teaching staff, it is necessary to formulate relevant performance appraisal system. Below I have compiled the school performance appraisal rules for everyone, welcome to read for reference!
The detailed rules of school performance appraisal are based on Guiding Opinions on Performance Appraisal of Teachers in Compulsory Education Schools in Hubei Province (E.J. [2009] No.3), Notice of the Provincial Department of Education on Further Improving the Performance Appraisal and Incentive Performance Wage Distribution of Teachers in Compulsory Education Schools (E.J. [2009] No.4) and Implementation Measures for Performance Appraisal and Incentive Performance Wage Distribution of Teachers in Compulsory Education Schools in Dongbao District (Trial). In the spirit of "JD.COM Jiao Ren [2009] 18", in order to implement the performance-based salary distribution for faculty and staff in our school, safeguard the interests of the faculty and staff, clarify the internal distribution policy, and combine with the actual situation of our school, a special performance-based salary distribution scheme for faculty and staff in Ding 'an Experimental School is made.
I. Guiding ideology
With Deng Xiaoping's characteristic theory? Theory of Three Represents theory? Guided by the important thought and Scientific Outlook on Development, based on the education law, compulsory education law and teachers' law, with the goal of promoting the scientific development of compulsory education and improving teachers' quality, we will comprehensively implement the Party's education policy, fully implement the State Council's Detailed Rules for the Payment of Teachers' Performance Wages, fairly and justly evaluate teachers' work, fully mobilize teachers' enthusiasm, promote the comprehensive implementation of quality education, strive to improve the quality of education and run a satisfactory education for the people.
Second, the evaluation principle
1, insist? Put morality first and pay attention to performance? The principle of. Put teachers' morality in the first place and pay attention to the actual performance and contribution of teachers in performing their duties.
2. insist? Get more for more work, get excellent grades and be rewarded handsomely? The principle of. Focus on front-line teachers, backbone teachers and other staff who have made outstanding contributions.
3. insist? Combination of qualitative and quantitative, process and result? The principle of. The implementation of post classification assessment, to be fair, fair and open, and strive to be scientific and reasonable, to maximize the enthusiasm of teaching staff.
Third, the assessment content and quantification
Performance pay consists of six aspects: teachers' morality, attendance, workload, teaching process, teaching effect and teachers' professional development. The total assessment score is 100, including 5 points for teachers' morality, 50 points for attendance 10, 50 points for workload, 0/5 points for education and teaching process, 0/5 points for education and teaching effect, and 5 points for teachers' professional development.
Fourth, the scope of assessment.
Teachers in the whole school. (Principal's performance salary shall be implemented according to the spirit of district documents)
Verb (abbreviation of verb) evaluation leading group and evaluation form
1, assessment leading group
Team Leader: Deputy Team Leader: Members: 2 persons. evaluation sheet
The school set up an assessment team, which was elected by the teachers' congress. The assessment team quantitatively assessed each teacher according to the plan, and the assessment results (mainly in the form of points) were counted and published by the assessment team.
Sixth, the assessment rules
(a), the teacher's morality (5 points)
(1) Take an active part in political and business studies and activities organized by the school, and make study notes. 0.5 points
(2) Educate students to love the Party, the motherland, socialism and the school. 0.5 points
(3) Caring for students, teaching and educating people, and not corporal punishment or corporal punishment in disguised form. 0.5 points
(4) Care about school work, maintain the reputation of the school, and don't do anything that harms the interests of the school. 0.5 points
(5) Obey the school work distribution, implement school resolutions, unite comrades and help others. 0.5 points.
(6) Don't leave your post, chat or do anything unrelated to education and teaching during work. 0.5 points.
(7) Don't wear fancy clothes, jewelry and mobile phones in class. 0.5 points.
(8) There is no phenomenon such as illegal fees, and there is no phenomenon such as casually subscribing to students' learning materials and engaging in paid tutoring. 0.5 points.
(9) Teachers' morality assessment was rated as pacesetter, activist and qualified, with scores of 0.5, 0.4 and 0.3 respectively.
(10) Seriously abide by the Code of Professional Ethics for Primary and Secondary School Teachers and the ten prohibitions for teachers in Dongbao District. The satisfaction rate of teaching evaluation is over 95%, over 90% and over 80%, with 0.5, 0.4 and 0.3 points respectively.
(2) Attendance (10)
(1) Full attendance every month-full attendance includes going to work and attending study and training (except for teachers), public welfare activities and meetings. 10.
(2) Absence from work for half a day will be deducted 5 points, and absenteeism for one day will be deducted 10 points.
(3) 2 points will be deducted for being late for class and leaving early.
(4) If you forget to sign at work, deduct 1 point; if you sign at work, deduct 2 points.
(5) Half a day's leave will be deducted 1 point, and 2 points will be deducted for one day's leave.
(6) Take personal leave for study and training, public welfare activities and meetings, and deduct 1 point at one time.
(7) Teachers' holidays such as funeral leave, maternity leave and sick leave shall be implemented in accordance with relevant state regulations.
(8) Take a long-term leave due to illness or something, and pay performance pay according to the relevant documents of the superior.
(3), workload (50 points)
1, shift workload coefficient:
Junior middle school science, culture, health (including experimenters), Chinese, mathematics, foreign languages: 1.4/ subject, politics, history, geography: 1.3/ subject, physical education, acoustics, beauty, information, school-based and comprehensive: 0.9/ subject; Primary school 1? Grade 5 Chinese sum: 1.2/ subject, primary English: 1. 1/ subject, science:1./subject (including experimenters), grade 6 Chinese sum:1..
2. Class size coefficient; Under 40 is 1.0, 4 1-45 is 1.05, 46-50 is 1. 10, 5 1-55 is/kloc-.
3. The workload of school accountants and boarders is calculated according to the average school class hours (16 class hours).
4. Additional workload:
Teaching and research team leader: 4 canteen cashier: 4 canteen accountant: 4 canteen steward: 4 microcomputer 3 remote management: 4 early education: 5 educational administrator: 4 newspaper receiving and dispatching: 2 scientific and cultural biological instruments storage: 1 printing: 5 book management: 2
3 primary school leaders (limited to 5)
5. Manage workload
The workload of school principals is included in the performance appraisal. The ratio of the total performance salary of teachers in our school to the average performance salary level is determined according to the standard within the range of 1.5: 1, and the special assessment class of the district education bureau will conduct the assessment according to the implementation method of the performance salary assessment of school principals in this area.
The workload of other middle-level and above cadres in the school is included in the performance appraisal. In principle, the workload of middle-level cadres is determined according to about 55% of the basic workload of teachers in our school, that is, 9 class hours, and the cadres at or above the deputy school level are determined according to about 65% of the basic workload of teachers in our school, that is, 1 1 class hours. The workload of the class teacher is included in the performance appraisal. Its workload is about 50% of the basic workload of teachers in our school, that is, 8 class hours.
6. Reference class hours for teachers' weekly workload: (According to the provisions of document E Zheng 200112, combined with the reality of our school. Average weekly workload of middle school teachers 16, and average weekly workload of primary school teachers 18.
Average workload = sum of conversion factors of class hours except morning and evening self-study? Number of participating teachers
Actual workload per week = conversion coefficient of class schedule+conversion number of part-time jobs.
Teacher's individual workload score = teacher's individual actual workload per week? Is the teacher full of work in a week? 50 points
(4), education and teaching process (15)
1, 2 points for preparing lessons
Prepare lessons as required, and write teaching postscript of at least 4 lesson plans every month; There is a blackboard design in each class, and 2 points will be deducted if each link is short of/kloc-0.
2, 2 points in class
(1) Refuse to attend class without a case, 1 will be deducted once;
(2) Use audio-visual education at least twice a month, and deduct 1 point for lack of one time, and do not deduct points for power failure or computer failure;
3. Counseling 1 point
Conduct training and remedial activities at least twice a month, and the records are true and effective.
4. Deduct 2 points for correcting homework.
Primary school Chinese: 1? Grade 2, homework no less than 12 times a month; 3? Grade six homework is not less than 8 times a month, and composition is not less than 2 times a month, so that all batches are changed. Students have accumulated books and teachers approve them once a week.
Primary school mathematics: 1? Grade 4, homework no less than 16 times a month; 5? No less than 20 times a month in grade 6.
Primary school English: 4? In the sixth grade, dictation is not less than 1 time/unit, and homework is not less than once/unit.
Junior high school Chinese: 4 compositions per month, 2 big and 2 small, and the big composition is completely graded. Homework should be no less than the number of texts in each month, so that it can be revised in batches. Accumulation and application (including diaries, weekly notes and excerpts) should be reviewed at least once a week 1 time.
Junior high school mathematics: homework 20 times a month, so that the whole batch will be changed. Encourage extracurricular training, focusing on thematic training and forming a series in one semester.
Junior high school English: there is a special dictation book once a week, and the homework is a week 12 composition. Teachers are required to prepare lessons under the guidance of writing methods, and all assignments are graded.
Physics, chemistry, politics, history, geography: each unit is arranged at least twice, and it must be done if there are requirements in the exercise book, and it will be revised in batches.
1 point will be deducted if all the subject exercises are missing or not corrected once, and 1 point will be deducted if the big composition is missing once. The major department should make operation records at least twice a week, and the minor department should make at least 1 time, but 1 deduction 1 minute.
5, the exam 2 points
Monthly exam, mid-term exam, final exam, etc. After the exam, do a good job in performance evaluation, write a good quality analysis and hand it in in in time. The evaluation is directly evaluated by the guidance office as a handed-in task.
6. 4 points for investigation and evaluation
(1) Attend lectures and evaluate classes 4 times a month, and leaders in charge of teaching and scientific research at least 5 times a month. ( 1)
(2) Enrich teachers' blogs every month, and at least one article is pushed to the group. (1) The teaching and research team leader publishes at least one topic every month. (If a topic is not published in the first week of each month, 4 points will be deducted.) Teachers participate in discussion activities with posts at least twice a month. (2 points)
7. Others
(1) If the patrol teacher is absent from class 1 time, 5 points will be deducted; Violation of teaching behavior regulations 1 time deducted 5 points; 5 points will be deducted for the phenomenon of changing classes without permission.
(2) Teachers' corporal punishment and students' corporal punishment in disguised form have caused adverse effects 1 time, and 10 will be deducted.
(3) If the tasks assigned by the Guidance Office are not handed in in time, 2 points will be deducted.
(4) If the leader of the teaching and research group is not more than 2 people (including 2 people) randomly selected by the guidance office, 5 points will be deducted from the leader of the teaching and research group.
(V) Effect of education and teaching (15)
1, test scores
According to the school quality reward and punishment scheme, the guidance office calculates and evaluates the excellent, good, medium and poor grades, which are 15, 1 1, 7 and 0 respectively.
2. Students' tutors who participate in academic competitions and sports competitions organized by the competent education departments shall be rewarded in the following ways: the first, second and third prizes at the national level shall be rewarded with 5 points, 4 points and 3 points respectively; 4, 3 provincial awards, 2 points respectively; Municipal awards 3, 2, 65438 +0 points respectively; District awards are 2 1 and 0.5 points respectively.
3. Participate in open classes and basic skills competitions. Won the first, second and third prizes at the municipal level, with 4, 3 and 2 points respectively; District-level award 3,2 1 point, school-level award 2,21,0.5 point.
4. Teachers who have won prizes in educational and teaching papers, cases, teaching plans, teaching AIDS, courseware and other appraisal activities organized by the education authorities at or above the district level or published educational and teaching papers in publications or newspapers edited by the education authorities will be rewarded in the following ways: the first, second and third prizes at the national level will be rewarded with 6 points, 5 points and 4 points respectively. Provincial awards are 5, 4 and 3 points respectively; The municipal awards are 4, 3 and 2 points respectively; County-level rewards 3, 2, 1 point. (0.5% off the winning papers) The city and district give 4 points and 2 points respectively, and each person is limited to one paper (0.5% off the website).
5, the class teacher award
Class teacher award (monthly evaluation). See the assessment rules of the Political and Educational Affairs Office and the Security Office for the assessment rules. After the assessment, score 10, 8, and 6 respectively according to excellent, good, and qualified. Non-class teachers are assessed by the Political and Educational Affairs Office and the Security Office. After the assessment, 3 points, 2 points and 1 point will be given respectively according to excellent, good and qualified.
(six), the professional development of teachers (5 points)
Focus on assessing teachers to expand their professional knowledge and improve their education and teaching ability. It mainly includes teachers' participation in professional knowledge and skills training, completion of the tasks set by teachers' continuing education, and participation in teaching research.
(1) The evaluation of effective training is excellent, good and qualified, with scores of 1, 0.8 and 0.5 respectively.
(2) Participate in the activities of improving their professional quality in the whole district or the whole school on time, and those who pass the examination 1 point.
(3) Actively participate in independent training, and complete no less than 1 original education blog every month, 1 point.
(4) Personal teacher professional development plan is recorded and effective, with a score of 1.
(5) Those who have completed the task of continuing education and passed the examination in this cycle, 1 point.
VII. Evaluation Methods and Procedures
appraisal procedure
1. Teachers' performance appraisal combines monthly assessment with final assessment. Among them, the monthly assessment content is attendance, education and teaching process, and the monthly average score is calculated at the end of the period to participate in the final assessment. Teachers' morality, workload, teaching effect and teachers' professional development are assessed once every semester, and the final assessment of next semester is combined with the annual assessment of public institutions.
2. The assessment of school administrators and employees shall refer to the assessment methods of teachers. Personnel who undertake multiple post responsibilities shall participate in the assessment according to their posts, and then comprehensively calculate their assessment results according to a certain proportion.
(2) Evaluation procedure
1, the usual division of labor for collecting and sorting out assessment data is as follows: the Political and Educational Affairs Office is responsible for the class teacher; The office is responsible for attendance and teachers' personal performance; The guidance office is responsible for the teaching process, teaching effect and workload; The teaching department is responsible for the professional development of teachers; The trade union is responsible for teachers' morality. Before the end of the semester, all materials will be classified and submitted to the assessment class, which will conduct quantitative assessment, summary and publicity in blocks according to the detailed rules.
2. The final evaluation shall be conducted according to the following procedures:
1, reporting on work. The assessed conducts self-assessment, writes personal work summary for the semester, and reports to the school.
2. Preliminary assessment. Teachers are initially evaluated by their grade group or subject group, and other management positions and workers with ground skills are initially evaluated by their offices.
3. rating. The assessment work class determines the score according to the school assessment rules, and draws up the assessment grades of different positions.
4. publicity. The assessment results are publicized in the school. The publicity period is generally 5 working days.
5. review. After the assessment results are evaluated by the school, they shall be reported to the special class of the District Education Bureau for examination and confirmation according to the procedures. If the staff and workers have different opinions on the assessment results, they can appeal to the school assessment class and the higher education administrative department through normal channels.
VIII. Determination and use of evaluation results
(A) the determination of the evaluation results
According to the performance appraisal results of the faculty and staff, and according to the assessment requirements of institutions in that year, the school is determined to be excellent, qualified, basically qualified and unqualified. In any of the following circumstances, the assessment results are directly determined as unqualified:
1, who refuses to obey the school work arrangement without justifiable reasons;
2, in violation of the "code of professional ethics for primary and secondary school teachers", corporal punishment or corporal punishment in disguise, discrimination and insult to students; Engaged in paid tutoring, organizing or participating in fee-paying classes; Forcing or disguised forcing students to order teaching AIDS or teaching materials in disorder; Causing serious impact;
3, the performance of duties is not in place, there are serious educational mistakes or major safety accidents;
4. Expressing demands in an illegal way, interfering with the normal education and teaching order and harming the interests of students;
5. Other acts that violate laws and regulations or seriously violate school rules and regulations, damaging the image of teachers and the reputation of the school.
6, involving family planning, comprehensive management of social security, building a clean and honest government, safety management and other one-vote veto matters.
(B) the use of evaluation results
The results of performance appraisal are the main basis of teachers' annual appraisal. In principle, the school shall report to the institutions for annual assessment according to the grades of teachers' performance assessment.
The result of performance appraisal is the main basis of performance salary distribution. Teachers' performance pay in compulsory education schools can be divided into basic performance pay and incentive performance pay. Among them, the basic performance pay mainly reflects the regional economic development level, price level, job responsibilities and other factors, accounting for 70% of the total school performance pay, which is generally paid monthly. According to the positions (teachers' positions, management positions and work-related positions) employed by teachers, each school makes a list according to the performance salary standard of teaching staff ranks (positions) of compulsory education schools in Dongbao District, and reports it to the District Education Bureau for examination and approval, then to the District Personnel Bureau, the District Organizing Office and the District Finance Bureau for examination and approval, and finally the Finance Bureau directly accesses the teacher's personal salary bank account; Incentive performance pay mainly reflects factors such as workload and actual contribution, accounting for 30% of the total school performance pay. According to the relevant formula of performance pay assessment, in principle, it will be paid by semester.
The results of performance appraisal should also serve as an important basis for teachers' professional development, post appointment, post promotion, salary adjustment of teachers' salary scale, recognition and reward, etc.
(three) in any of the following circumstances, no incentive performance pay shall be issued.
1, the performance appraisal failed.
2. Full-time study and early retirement.
3. Sick leave or personal leave exceeds the relevant provisions of the state.
(4) Provisions on granting incentive performance pay to seconded, on-the-job training and teaching staff.
With the consent of the District Education Bureau, those who borrow, temporarily exercise or teach will be assessed by the unit where the job is located, and the assessment results will be fed back to the unit where the establishment and salary are related. The unit where the establishment and salary relationship are located shall pay performance salary according to the assessment results, and the payment level shall refer to the level of similar personnel in the unit where the establishment and salary relationship are located.
IX. Incentive Performance Salary Distribution and Payment Method
Incentive performance pay is approved and paid twice a year by semester (last semester and next semester).
(a) examination and approval of incentive performance pay
1, preliminary approval. Each school will organize the assessment according to the performance appraisal and incentive performance salary distribution method formulated by the school, and get the amount of incentive performance salary for each teacher. The calculation formula is as follows:
Teachers' individual incentive performance pay =
Total performance pay awarded by the school
Score of the whole school teachers' work performance appraisal
? Teacher's personal performance appraisal score
At the end of each semester, the school will make a detailed list of teachers' incentive performance pay this semester.
2. publicity. The school will publicize the details of teachers' performance pay in this semester, and the publicity period is generally 5 working days.
3. recognition. The school will report the list of incentive performance pay without objection to the District Education Bureau for approval, and the list of incentive performance pay approved by each school will be reported to the District Personnel Bureau and the District Finance Bureau for the record.
(B) payment of incentive performance pay
The District Finance Bureau will pay the total incentive performance salary of the school to the school account in a lump sum according to the filing and approval criteria (in principle, half a month before the holiday of each semester), and the school will pay the individual incentive performance salary of teachers to the personal bank account according to the approval criteria.
After the implementation of performance pay, retired teachers and staff in compulsory education schools enjoy living allowances in accordance with relevant state regulations. On-the-job personnel seniority allowance, special-grade teacher allowance, female employee health allowance, and one-child health care fee. In accordance with the relevant provisions, not included in the total performance pay.
X. others
1. This scheme was approved by the faculty representatives of the whole school and implemented after being reported to the superior for the record. The right of interpretation belongs to the performance leading group.
2. Matters not covered shall be decided by the performance appraisal team.