Basic performance pay. It mainly reflects the regional economic development level, price level, employee's job responsibilities and other factors, accounting for 70% of the total performance pay. Determined by the personnel, finance and education departments of the government at the same level in accordance with the principle of unified payment standards for similar personnel in the same administrative region. Generally, it is paid monthly.
Incentive performance pay. It mainly reflects the workload and actual contribution of employees, accounting for 30% of the total performance pay. By the school according to the prescribed procedures and requirements, formulate distribution methods, and on the basis of the assessment of independent distribution. 1, implement basic performance pay.
Basic performance pay generally includes post allowance and living allowance. Among them, subsidies for rural teachers will be increased for rural compulsory education schools located in remote areas with difficult conditions.
(1) post allowance. According to the position, service years and working years corresponding to the current post salary standard, the staff members determine and implement the corresponding standards.
The calculation method of working years and service years is implemented according to the industry reform in 2006.
(2) Living allowance. Staff living allowance standard, no longer distinguish between job differences, the same administrative region to implement a unified standard.
(3) subsidies for rural teachers. Rural school teachers in remote and difficult conditions in the same administrative area enjoy rural teacher subsidies. Other personnel who do not implement the salary standard for teachers' sequential positions shall not implement it.
The subsidy standard for rural teachers is determined by the personnel, finance and education departments of the government at the same level according to the number of qualified rural teachers and the overall level of performance pay in the same administrative area. Rural teacher subsidy standards, no longer distinguish between job differences, the same administrative region to implement a unified standard.
See table 1 and table 2 for the standard of post allowance and living allowance for the staff of compulsory education schools directly under the municipal government. Compulsory education schools directly under the municipal government do not implement subsidies for rural teachers.
2. Implement incentive performance pay.
(1) Incentive performance salary project setting. In order to maintain a relatively balanced and reasonable incentive performance salary, the school can set up such items as head teacher allowance, front-line backbone teacher allowance, overtime allowance and education and teaching incentive allowance according to the actual situation, or independently set up other items that meet the characteristics of the school.
(2) Implement the allowance for the class teacher. In the total performance salary approved by the personnel and financial departments of the government at the same level, the allowance for the head teacher stipulated by the original state and the allowance for the head teacher in the incentive performance salary will be merged and will not be separated. After the establishment of the new allowance for class teachers, compulsory education schools will implement unified standards and payment methods. The allowance standard for class teachers in compulsory education schools directly under the municipal government distinguishes between junior high schools and primary schools, and is paid monthly according to the standards of 400 yuan and 300 yuan per person per month. Teachers enjoy the allowance of the head teacher during their tenure as the head teacher, and no longer enjoy it after leaving the office.
(3) The implementation of the principal's incentive performance salary. Within the approved total performance pay, the education department of the government at the same level shall formulate specific implementation measures such as the project, payment level, assessment and payment method of incentive performance pay for school principals, and organize the implementation after being reported to the personnel and financial departments of the government at the same level for examination and approval.
(4) Education departments of governments at all levels should formulate methods for evaluating school performance and strengthen guidance on internal distribution of schools. According to the assessment methods formulated by the education department of the government at the same level, combined with the actual situation of the school, the school should distinguish the characteristics and requirements of different positions in the school, formulate and improve the classification assessment and distribution methods, adhere to the principle of getting more for more work and excellent distribution performance, and focus on the assessment of front-line teachers, backbone teachers and other staff members who have made outstanding achievements. Schools should adhere to fully develop democracy and solicit opinions from faculty and staff when formulating internal assessment and distribution methods. The internal assessment and distribution methods formulated shall be publicly implemented in the school after being studied by the school leadership collective and reported to the education department of the government at the same level for approval.