The two sessions put forward a pilot program for teachers' salary reform:

First, cancel the title salary of primary and secondary school teachers.

At present, teachers' salaries are paid according to their professional titles, because there are places for senior professional titles in schools, especially senior professional titles. There are far more qualified teachers than limited places, which leads to a huge income gap for teachers with similar academic qualifications, academic qualifications, ability, workload and achievements (especially teachers in rural compulsory education stage): the difference in senior grades is nearly half, which seriously affects retirement benefits.

More than 90% of running a school well depends on teachers. Setting salaries by teachers' titles can't really arouse teachers' enthusiasm, but the income gap of most teachers' titles is too big, which seriously affects work efficiency, especially those who have no hope of promotion to a higher level, and there are a lot of sequelae. Because teachers are human beings, they also have psychological imbalance. Driven by unbalanced psychology, teachers who cannot leave their jobs will have more and more adverse consequences. Therefore, there are many contradictions between teachers, between teachers and leaders, and between teachers and employment committees every time middle and senior teachers are evaluated and hired, which gives corruption an opportunity.

Because there are too many artificial colors in the income gap between professional titles and salaries, the sense of unfairness is the strongest. The policy of paying teachers' salaries according to their professional titles affects stability, undermines fairness, damages the relationship between cadres and the masses, and poses a serious threat to the construction of a harmonious society.

In order to prevent unfair distribution from becoming a serious social problem due to economic problems, we gradually dilute the title salary or cancel the title salary of primary and secondary school teachers through wage reform. It is imperative to establish an income distribution system with dialectical unity of efficiency and fairness.

Second, the income of teachers.

Teachers' income consists of basic salary, seniority salary, performance salary and special allowance.

1. basic salary: teachers are determined according to their qualifications: 3,000 yuan for primary school teachers, 3,500 yuan for junior high school teachers, 3,800 yuan for senior high school teachers, 4 100 yuan for junior college teachers and 4,500 yuan for university teachers. (With the growth of national economy)

2. Salary for teaching experience (including length of service): 60 yuan every year, increasing with teaching experience. The implementation of seniority salary is not only to take care of old teachers, but also to encourage the idea of lifelong teaching, which is conducive to the construction and stability of teachers.

3. Class time salary: Class time subsidy is based on the principle of paying according to work in actual class, mainly to encourage teachers to substitute for classes, especially energetic young teachers. It is both psychological comfort and encouragement for them to substitute for classes and get their due rewards.

4. Performance pay: semester and academic year bonus (instead of professional title salary). This bonus can only account for about 10% of salary. Everyone recommends competitive performance, which is evaluated every semester and has no tenure. Every teacher tries to make himself hopeful every year, mainly to encourage his work to be effective and excellent, not only to encourage more substitute classes, but also to encourage good classes.

5. Special allowance: All teachers are recognized as excellent teachers, and there is no quota limit. If the departments at or above the county level are determined according to high standards, they will enjoy the State Council allowance and the county/municipal government allowance, with no term limit. Mainly for those education and teaching methods that have special research results in education and teaching, and have been well promoted, which have certain influence on the education of a school or a region, the grades can be determined according to the size of the influence range, and different standards can be determined according to the country, provinces, cities and counties, so that those talented teachers can get their due remuneration and really play an incentive role.

6. Mountain subsidy: Teachers in rural and remote areas should be given another subsidy, which should be 35% of their salary. Just like the subsidy for state cadres going to the countryside, the more remote the area, the higher the subsidy. If you don't have tenure, you won't leave.