In order to thoroughly implement the spirit of the 16th National Congress of the Communist Party of China, comprehensively promote quality education, promote the reform and development of basic education, further improve the management system of basic education, change the operating mechanism of schools, and improve the quality and management level of education, it is necessary to speed up the reform of the personnel system in primary and secondary schools and establish a personnel management system that conforms to the characteristics of primary and secondary schools. According to the State Council's Decision on the Reform and Development of Basic Education (Guo Fa [2001] No.21), the State Council's Decision on Further Strengthening Rural Education (Guo Fa [2003] 19) and Outline for Deepening the Reform of the Cadre and Personnel System (Central Office [2000])

First, deepen the guiding ideology and objectives and tasks of personnel system reform

1. To deepen the reform of personnel system in primary and secondary schools, we should adhere to the guidance of Deng Xiaoping Theory and Theory of Three Represents, emancipate our minds, seek truth from facts, keep pace with the times, blaze new trails, fully implement the Party's educational policy and talent policy, respect labor, knowledge, talents and creativity, fully mobilize the enthusiasm and creativity of teachers, promote the reform and development of basic education, promote the progress of science and education, and provide guarantee for building a well-off society in an all-round way.

2. The overall goal of deepening the reform of personnel system in primary and secondary schools is to focus on the implementation of appointment system and post management, rationally allocate human resources, optimize the structure of teaching staff in primary and secondary schools, comprehensively improve the quality of education and management level, accelerate the reform of employment system and distribution system, establish a personnel management operation mechanism that conforms to the characteristics of primary and secondary schools, and build a high-quality professional team of primary and secondary school teachers and managers. The main tasks are: strengthening the management of staffing and adjusting and optimizing the structure of primary and secondary school teachers; Further improve the principal responsibility system, improve and perfect the principal selection and appointment system; Implement the teacher appointment (appointment) system; Improve the wage guarantee mechanism for teachers and staff in primary and secondary schools, and establish and improve the distribution incentive mechanism; Promote the rational flow of talents.

Two, strengthen management, standardize school institutions and post settings.

3, according to the basic needs of the development of basic education, and the level of economic development and

According to the principle of adapting to the financial affordability, striving to be streamlined and efficient, and adapting to local conditions, the establishment of primary and secondary school teachers is reasonably determined according to the education level, region, school teaching tasks, number of students and classes, and workload of teaching staff.

4. Strictly control the number of school leaders, reasonably set up the internal institutions of the school, and strive to achieve streamlined institutions, clear responsibilities and efficient management in accordance with the relevant state regulations on the management of primary and secondary schools and the categories, scales and tasks of primary and secondary schools. Primary and secondary schools should set up posts scientifically within the approved number of establishments and the proportion of teachers' job structure, and clarify job responsibilities.

5. Strict management. Clean up redundant personnel through quota allocation. Primary and secondary schools shall not employ supernumerary personnel. No unit or department may occupy or disguise the establishment of teaching staff in primary and secondary schools in violation of regulations, and all kinds of "off-duty" personnel who occupy the establishment of schools should leave the school within a time limit.

Third, further improve the principal responsibility system and improve the selection and appointment of principals.

6. Further improve the principal responsibility system. In primary and secondary schools that implement the principal responsibility system, principals are fully responsible for school work and give full play to the political core role of grassroots party organizations. Principals must correctly implement the educational policies of the party and the state, adhere to the socialist orientation of running schools, actively implement quality education, and manage according to law.

7, improve and perfect the selection and appointment system of primary and secondary school principals. Actively promote the appointment system of primary and secondary school principals. The selection and appointment of primary and secondary school principals should expand democracy and introduce competition mechanism. Gradually adopt the methods of open recruitment, equal competition, strict examination and merit-based appointment to select and appoint primary and secondary school principals in this system or for the whole society.

8, strictly grasp the qualifications and qualifications of primary and secondary school principals. Principals of primary and secondary schools should have the following basic conditions: good ideological and political quality and moral quality; Love education and have the spirit of reform and innovation; Have the professional knowledge and strong organizational and management skills needed to perform their duties; Law-abiding, honest and self-disciplined; Have the spirit of unity and cooperation and a democratic style. The qualifications of primary and secondary school principals are: teacher qualification; With intermediate (inclusive) or above teacher post experience; Generally should be engaged in education and teaching for more than 5 years; Physical and mental health.

9, the primary and secondary school principals to implement the tenure system. The principal's term of office is 3-5 years in principle and can be re-elected. It is necessary to clarify the target responsibility during his term of office. Further improve the assessment methods for primary and secondary school principals, strengthen performance appraisal, and take the assessment results as an important basis for principals' reward, punishment, renewal or dismissal.

10, gradually abolish the administrative level of primary and secondary schools, and explore the formation of a management system that reflects the characteristics and laws of primary and secondary school principals. In accordance with the principle of pilot first and steady progress, we will actively carry out pilot work on the management reform of primary and secondary school principals.

Four, the full implementation of staff employment (appointment) system, to further strengthen post management.

1 1. Fully implement the teacher qualification system and strictly control the entrance of teachers. Anyone who is engaged in education and teaching in primary and secondary schools must obtain teacher qualifications according to law. If he has not obtained teacher qualifications, the teaching staff should be adjusted. Efforts should be made to broaden the sources of teachers and select graduates with teacher qualifications and people with teacher qualifications in society to teach in primary and secondary schools.

12, fully implement the employment (appointment) system for primary and secondary school teachers. According to the spirit of the Notice of the General Office of the State Council on Forwarding the Opinions of the Ministry of Personnel on the Trial Appointment System of Public Institutions, posts shall be set up on demand, open recruitment, equal competition and merit-based recruitment shall be implemented. On the basis of equality, voluntariness and consensus, the school and the teaching staff sign an employment (employment) contract, specifying the post responsibilities, work objectives, tasks and corresponding treatment during the employment period.

13. Improve the teacher appointment system. Primary and secondary schools set up teachers' posts scientifically and reasonably within the approved proportion of teachers' post structure, and the proportion of middle and senior posts of rural primary and secondary school teachers can be appropriately increased after approval. In accordance with the principle of one post for one term, we will further strengthen the appointment of teachers and strictly follow the appointment procedures.

14, further improve the teacher assessment system. Schools should conduct annual assessment and employment period assessment on teachers' political ideology, teachers' morality and performance of post responsibilities. The evaluation must adhere to the principle of objectivity and impartiality. It is necessary to study and formulate assessment methods that meet the characteristics of implementing quality education and teachers' work. Schools can invite community representatives and parents of students to participate in school evaluation and teacher assessment according to actual conditions. The assessment results serve as an important basis for income distribution, rewards and punishments and employment (employment).

15, according to the relevant provisions of the state, seriously and properly handle personnel disputes, and protect the legitimate rights and interests of both the faculty and the school according to law. If there is a dispute between the faculty and the school in the performance of the employment (employment) contract, the teacher personnel dispute mediation Committee shall mediate first; If mediation fails, the parties may apply to the local personnel dispute arbitration committee for arbitration. The arbitration result is binding on both parties to the dispute.

Fifth, improve the distribution incentive mechanism that is compatible with the appointment system and conforms to the characteristics of primary and secondary schools.

16, conscientiously implement the national wage system and policies on primary and secondary schools to ensure the implementation of wages and benefits for primary and secondary school teachers. Schools shall, within the scope permitted by national policies, formulate methods of distribution in schools that are compatible with the employment (appointment) system, and link the salaries of teaching and administrative staff with their job responsibilities, workload and work performance.

17. Adhere to the principle of distribution according to work, giving priority to efficiency and giving consideration to fairness, and establish a distribution incentive mechanism that pays attention to ability, performance and contribution. The distribution policy is inclined to the backbone teachers, and those who have made remarkable achievements and outstanding contributions in teaching and management can be given relatively generous wages or corresponding rewards with the approval of relevant departments. According to the actual situation, we should take measures to encourage teachers to teach in rural areas, effectively implement preferential policies for primary and secondary school teachers in remote and poor areas, stabilize and optimize the rural primary and secondary school teachers, and attract talents to teach in rural primary and secondary schools.

18, all localities should take effective measures to ensure that teachers' salaries are paid in full and on time. Rural primary and secondary schools should adhere to the measures of unified payment of wages.

Six, rational allocation of human resources, adjust and optimize the structure of teachers.

19. Establish a service period system for urban teachers to teach in rural areas or weak schools. Adhere to the promotion of urban primary and secondary school teachers to senior positions should have more than one year of teaching experience in rural areas or weak schools. Conditional areas, through the pilot, gradually realize the institutionalization of the rational flow of teachers, promote the rational allocation of human resources within the education system, strengthen the construction and development of schools and weak schools in rural areas, alleviate the contradiction of the shortage of primary and secondary school teachers in rural remote areas, and improve the efficiency of the use of teacher resources.

20. Adjust and optimize the structure of teachers. By adjusting posts, further training and attracting excellent teachers to teach in primary and secondary schools, the structural imbalance of primary and secondary school teachers, especially the shortage of primary and secondary school teachers in remote and poverty-stricken areas, will be gradually solved.

2 1, strengthen the guidance and service of personnel flow. Actively promote the rational flow of primary and secondary school personnel between schools and regions. Efforts will be made to guide the unemployed to transfer jobs and re-employment, encourage the unemployed to enter the talent market, face the society and flow across industries, and support the unemployed to choose their own jobs.

22, actively cooperate with the exploration of social security system reform. According to the progress of social security system reform, we should actively explore the reform methods of social insurance for teachers and staff in primary and secondary schools and the mechanism of resettling unemployed people through the establishment of social security system.

Seven, strengthen leadership, actively and steadily promote the reform of personnel system in primary and secondary schools.

23. Strengthen leadership and make overall plans. The reform of personnel system in primary and secondary schools is an important part of the reform of cadre personnel system, and governments at all levels should attach great importance to this reform and put it on the important agenda. The personnel department should strengthen the macro management, guidance and coordination of the reform of the personnel system in primary and secondary schools. The administrative department of education should play the role of the competent department, make overall planning, elaborate organization, careful arrangement and specific implementation.

24. Pay close attention to implementation and implement it steadily. The reform of personnel system in primary and secondary schools is highly policy-oriented and involves the vital interests of primary and secondary school teachers. It is necessary to give full play to the political core role of party organizations in schools and do a thorough and meticulous reform plan for ideological and political work. It is necessary to solicit opinions through various channels such as the workers' congress. We should correctly handle the relationship between reform, development and stability, sum up experience in the process of reform, seriously study contradictions and problems, and formulate practical solutions to ensure the smooth reform of the personnel system in primary and secondary schools.