In order to ensure the smooth development of things or work, it is often necessary to prepare a specific, detailed and targeted plan in advance, which is a detailed process of solving a problem or a project or a topic. How to make a plan? The following is my collection of teacher performance appraisal schemes for your reference, hoping to help friends in need.
Teacher Performance Appraisal Scheme 1 Salary Promotion Appraisal Formula:
Indicator: Teaching assessment score = (enrollment rate ×0.7+ enrollment rate ×0.3- dropout rate) × 100.
The enrollment rate and full class rate here refer to the newly calculated values after adding 20% or 30% to the first, second and sixth grades.
According to this evaluation score, rank at the school level or the discipline level. After the arrangement, we will provide each teacher with a corresponding increase in classroom salary.
Specific operation plan:
1. Calculate the assessment scores of all teachers in the assessment cycle, which are divided into five grades: AAA, AA, A, B and C from high to low.
2. In each assessment, the scores are ranked from high to low, and the proportions of AAA, AA, A, B and C are 5%, 10%, 25%, 50% and 10% respectively.
3. Salary increase standard: the adjustment of class salary shall be implemented according to the following standards:
Grade c: no salary increase; Grade B: up1;
Grade A: 2 grades higher; AA level: upgraded by 3 levels;
AAA: It has been upgraded by 4 levels.
Institutions can be promoted according to the local salary and promotion level, and the corresponding salary will be raised.
Institutions can guarantee the rating of each issue or two issues. After grading, make sure that more than 50% of teachers get a salary increase at least once.
4. In addition to following the grading standards, the adjustment of class fees shall also meet the following requirements:
(1) If the comprehensive promotion rate of each period is lower than 60%, teachers will not participate in the salary adjustment.
However, in order to prevent some teachers from having a low enrollment rate and full class rate, I hold the idea that I can increase my class pay as long as I don't get 10%. It is necessary to stipulate that the promotion rate of the team cannot be lower than a certain level, such as 60%. Don't think that 60% is enough. 60% is already very low. Ten students have left, and four of them have left. If the first phase is 60%, the other phase is also 60%, and 60%×60% is less than 40%. In other words, there are 10 people in spring, and there are less than 4 children left in autumn.
(2) Full-time and full-time teachers have an average of five classes or more per period, and part-time teachers have three classes or more to participate in the salary adjustment. /kloc-except for new teachers within 0/year.
(3) class fee ≥xxx yuan/hour, if the full class rate is lower than 75%; Class fee ≥xxx yuan, if the full class rate is lower than 85%. Do not participate in the selection of Grade A and above (the highest grade is Grade B). Ensure that old teachers have motivation in class.
Profit-oriented model: total number+average number+promotion rate model.
Evaluation period:
Four times a year, for the autumn semester in February; Evaluate the winter vacation semester in March; Evaluate the spring semester in August; Evaluate the summer semester in September.
Evaluation indicators:
Total headcount, average headcount and promotion rate
Total number of students: the total number of students in this period.
Average number of students: the total number of students and classes in this period.
Promotion rate: promotion number ÷ current (final) applicants ×100%;
The total number of students determines the level of class salary, and the average number of students and the enrollment rate determine the added value of class salary.
Specific operation plan:
How to consider teachers' teaching level and make teachers have the motivation to lead students? It is necessary to arrange the performance reasonably.
Encouraged by this system, teachers will consider the problem from two aspects: First, take more students and arrange more classes. Secondly, I hope there are more students in each class, not too many classes, so as to ensure a high average number of students in each class. In this way, the principal can get a good result: the average number of students in each class is high, the income of teachers is not too bad, and the school can get better income.
Every year all teachers recalculate and return to zero. This can effectively prevent teachers from "living on their laurels".
Faced with some newly opened courses and classes, there are fewer students. At this time, we can discuss with some new teachers who have fewer classes, whether we can multiply the class salary by 80% instead of attending classes, so as to ensure that the courses will not lose money. In case of special circumstances, corresponding adjustments can be made.
Bonus plan
Giving bonuses to other teachers on the spot will have a better incentive effect.
(1) Promotion bonus (renewal bonus)
(2) Attendance bonus
(3) Substitution bonus
(4) Other benefits-humanistic care (meals, etc. )
Teacher performance appraisal scheme 2 I. Guiding ideology
According to (Guiding Opinions of the Ministry of Education on Doing a Good Job in the Performance Appraisal of Teachers in Compulsory Education Schools) ((No.Heng Jiao Fa (XX) 1 1) and (Implementation Opinions on the Performance Appraisal of Teachers in Compulsory Education Schools in Yun Biao Town), combined with the actual situation of primary schools in our village, this implementation distribution plan is formulated, which is discussed by the teachers' congress, publicized among the teachers, and implemented after being approved by the town central school.
Second, the implementation object
Nankang Village Committee Primary School in Yun Biao Town, Hengxian County is equipped with on-the-job staff.
Third, the evaluation rules
1, attendance rate (basic score 10)
Classes, assemblies, regular meetings and various meetings:
Late arrival: 0. 1 minute will be deducted each time.
Leave: If the number of classes exceeds the number stipulated in the Regulations on the Management of Teachers and Workers in Hengxian Primary and Secondary Schools, 0.5 point will be deducted for each class.
Absenteeism: each class will be deducted 1 point.
Until the above score is deducted.
2. Workload (20 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: the weekly workload of each staff member = the total weekly workload of each post in the school ÷ the total number of staff members. Teachers' workload score = actual workload per week of teachers ÷ workload per week of teachers ×20 points.
3, professional ethics (basic score 10)
Teaching and administrative staff shall not corporal punishment or corporal punishment in disguised form, and shall not discriminate against underachievers, otherwise 2 points will be deducted each time.
Causing consequences or adverse effects, 5 points each time; Don't take the overall situation into consideration, don't finish the work assigned by the school on time, and deduct 2 points each time; Those who engage in disunity and sow discord will be deducted 5 points each time. Deduct the above scores.
4, education and teaching process (30 points)
(1) Class:
(1) Take classes seriously, strictly implement the roll call system, and maintain good classroom discipline (physical education class students are not allowed to run around the campus), otherwise 1 point will be deducted every time.
(2) If an unsafe accident occurs during class, the teacher will take full responsibility, and 10- 15 points will be deducted depending on the seriousness.
(3) Carefully organize teaching, which is practical for students, pay attention to the all-round development of each student and cultivate students' good behavior habits. Otherwise, every time the execution is not in place, 3 points will be deducted for handling things in class.
(2) preparing lessons, attending lectures and correcting homework.
(1) Teachers in each class must prepare lessons carefully, so that the handwriting is neat, the links are complete, innovative, in line with the spirit of curriculum reform, and there is a feeling of post-teaching. Otherwise, 2 points will be deducted for each missing class, and the poor quality will be deducted 1 point.
(2) Adhere to lectures, take notes and write lectures. Do not meet the requirements, each missing section will be deducted 1 point, and 0.5 point will be deducted if there is no opinion.
(3) The homework should be carefully corrected without mistakes. The homework composition completes the task as required, and the marking requirements are detailed and instructive. If it is not completed as required, 1 point will be deducted for each missing item, and 0.5 point will be deducted for errors.
(4) After each unit wins the prize, 2 points will be deducted from each exam summary.
③ The work of the class teacher
If the class meeting and safety and health class are not taught seriously, it will be regarded as a self-study class, and each class will be deducted 1 point; Other class assignments assigned by the school, which are not carefully organized by the class teacher, will be deducted 1 point each time; The head teacher will add 1 point to the class with flowing red flag every time.
(4) The personnel on duty are not serious in their work, fail to open and lock the door on time, and fail to fulfill the duty requirements, 2 points will be deducted each time, and 5 points will be deducted each time due to poor management. Until the above score is deducted.
4, education, teaching and scientific research achievements (30 points)
(1) If the final exam score exceeds the town standard score, 5 points will be added for each over score, and 3 points will be deducted for each low score until the end.
(2) The winners of education, teaching, scientific research and other activities at or above the school level will receive 2 points each time, 3 points at the town level, 4 points at the county level and 5 points at the county level.
(3) For each published paper or award, 2 points will be added at the county level, 3 points at the municipal level, 4 points at the autonomous region level and 5 points at the national level.
(4) Add 5 points for each topic involved in the research.
4. This scheme is explained by the primary school office of Nankang Village Committee in Yunxian Town, Hengxian County.
Teacher Performance Appraisal Scheme 3 is formulated to fully implement the performance salary distribution system in compulsory education schools, effectively strengthen the construction of teachers, fully mobilize the enthusiasm and creativity of teachers, improve the long-term incentive mechanism of compulsory education schools, standardize management and improve the quality of education and teaching.
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 scope of assessment:
All faculty and staff.
Three. Assessment leading group and assessment time:
Each academic year or semester is evaluated at the time specified by the Education Bureau. This assessment is the result of a school year and will be converted according to the monthly assessment.
Evaluation leading group:
Team leader: Yang Zaichu
Deputy leaders: Sun Jinhe, Yang Yonghua and Wang.
Members: Yang Ziyong, Wei Xu, Cheng Dajun, grade leader, Wei Yuzhong, Yang Qinghua, Liang Ansheng and Wu Bin.
Fourth, 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 combining quantitative and qualitative assessment.
Five, the content of performance appraisal and quantitative scoring method
The total assessment score is 100, in which the teacher's morality 10, attendance 10, workload 30, education and teaching process 20 and education and teaching achievements 30.
Teachers' morality has clear political direction, correct educational thought and noble professional ethics.
1, theoretical learning
(1) Take an active part in the collective study, take the initiative to teach since the enlightenment by yourself, and remember all the study notes. There will be no lateness, early departure and absence during the study period, and you will get full marks as a reporter.
② 0.2 points will be deducted for one absence without reason.
(3) Leave early and be late once, 0. 1 minute will be deducted.
④ 0.2 points will be deducted for incomplete notes.
2, professional ethics from teaching according to law, love their jobs, love students, rigorous scholarship, unity and cooperation, respect for parents, honest teaching, be a model, full marks. In any of the following circumstances, points will be deducted or added:
(1) If words and deeds violate the norms, fight, insult others' personality, etc., 1 point will be deducted each time.
(2) There is information about charging fees and booking tickets indiscriminately, per person 1 minute.
(3) Because of improper work, parents complained, resulting in a greater negative impact, 2 points each time.
(4) 5 points will be deducted for being punished by party and government discipline and public security during the semester.
⑤ If the teacher wears instruments and behaves uncivilized, 0. 1 point will be deducted at a time. Such as: wearing strange clothes, slippers, vests, miniskirts and shorts, entering the classroom, dyeing nails, smoking in the classroom, spitting on the desk, throwing debris, speaking rudely and other uncivilized behaviors.
⑥ Obstruct the completion of education and teaching tasks, disobey reasonable work arrangements, express demands in an illegal way, interfere with the normal education and teaching order, and harm the interests of students. The teacher's morality score is 0.
⑦ Kick students out of the classroom and deduct 0. 1 point each time. Corporal punishment or disguised corporal punishment, 0.3 points each. Leave punitive homework, each person will be deducted 0. 1 point.
(8) Teachers are role models, and their behaviors have a greater positive impact on society, add 0.2 points.
Pet-name ruby regardless of their duties, actively care about school work, complete other temporary tasks, maintain the reputation of the school, make contributions to the collective teachers, as appropriate, add more than 0.2 points.
Students who pass more than 90% of the assessment will get 1 point, and those who fail to pass one vote will be deducted 0.0 1 point. Attendance rate. Loyal to duty, proactive, meticulous, and complete the task well. Abide by work discipline, obey work arrangement, take the overall situation into account, have a sense of responsibility, be willing to accept temporary work and actively participate in volunteer activities.
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