In 20xx, under the guidance of higher education authorities, xx's education and personnel work closely revolved around the core of "strengthening the construction and management of teachers to serve the improvement of education and teaching quality". Thanks to the joint efforts of all comrades, certain achievements have been made in education and personnel work.
Main work and achievements in 1.20xx?
? (1) Construction of teaching staff.
1, primary and secondary school staff establishment approval
In September of 20xx, there were 7,345 primary and secondary school teachers in our district, including 3,893 in primary schools, 3,035 in junior high schools, 64 in senior high schools1/kloc-0, 24 in vocational secondary schools 124 in special schools, 38 in kindergartens and 70 in further education schools. From 20xx 10 to 12, 70 teachers and staff in primary and secondary schools retired, 2 were transferred, 6 left voluntarily, and 2 died. As of 20xx65438+February, there are 7265 registered primary and secondary school teachers in our city. Our district can approve the establishment of primary and secondary school staff once a year.
2. Reform of personnel system in primary and secondary schools.
(1) Selection and appointment of principals and middle-level cadres in primary and secondary schools. According to the spirit of the Notice of xx Municipal Party Committee Office and Municipal Government Office on Printing and Distributing the Interim Provisions on the Personnel Management of Cadres in the Education System of xx City (Kang Ban Zi [20xx] 172No.), in order to do a good job in the recommendation of reserve cadres in the education system of our district, our bureau formulated and issued the Notice on Doing a Good Job in the Recommendation of Reserve Cadres in the Education System of XX City (Kang Jiao Zi? 20xx？ Document 7 1 stipulates the recommendation conditions, procedures and indicators of reserve cadres. According to the spirit of the document, through the procedures of faculty selection, voting by the Standing Council, publicity by the school and publicity by the Education Bureau. In 20xx, the education system identified a total of reserve cadres 1 12, and promoted and reused a number of people from the reserve cadres, making the age structure and knowledge structure of the school leadership more optimized.
(2) Post setting and employment of public institutions. In 20xx, on the basis of summing up the previous two competitions for the title of teaching staff, our district further improved the work plan for the competition for the title of teachers, and formulated the implementation plan for the competition for the professional and technical positions of teachers in xx education system in 20xx, and hired them according to the requirements of the plan for one year.
Problems and difficulties:
① The professional and technical positions of teachers between schools are not balanced. The personnel department takes the school as the unit to approve the number of employment positions at all levels. Due to the imbalance of teachers' professional and technical positions between schools, there are prominent contradictions in the appointment of senior titles in some schools.
(2) Employment of old teachers and young and middle-aged backbone teachers. Older teachers are relatively weak, and young and middle-aged backbone teachers are the backbone of the school, with outstanding performance. In employing people, such as paying attention to performance, older teachers have great opinions and think that they are brilliant when they are young; If we take care of old teachers, it will affect the enthusiasm of young and middle-aged backbone teachers. How to find the balance between the two is the key to do a good job in employment.
(3) Some suggestions on the current evaluation and employment system of teachers' professional titles in primary and secondary schools: ① Establish a unified evaluation and employment system of teachers' professional titles in compulsory education schools. At present, the titles of teachers in compulsory education schools are not uniform, and the titles of primary and secondary schools differ by one grade. The requirements for special advanced certification in primary schools are very high, while those for advanced certification in middle schools are relatively low. In this way, it is bound to cause psychological imbalance of primary school teachers.
(2) In order to eliminate the contradiction in the evaluation and appointment of teachers' professional titles and improve the enthusiasm of teachers, it is suggested to implement the evaluation and appointment of teachers' professional titles immediately.
3, the appointment and removal of primary and secondary school cadres
According to the spirit of the document Notice of the General Office of the Provincial Government on Forwarding the Interim Provisions of the Personnel Department of the Provincial Education Department on the Management of Primary and Secondary School Principals in Jiangxi Province (No.73 [2007] of the Jiangxi Education Department), school principals in the compulsory education stage are appointed by the education administrative department of the people's government at the county level according to law and are under centralized management. For many years, the education administrative department has been responsible for the appointment and removal of school principals in compulsory education in our district.
(1) Appointment and removal of school principals in compulsory education. The appointment and removal of school principals in the compulsory education stage shall be nominated by the Personnel Section of the Education Bureau for investigation and discussion, reported to the leaders in charge of the district party committee and district government for approval, and finally decided by the following Education Bureau.
(2) Appointment and removal of principals above metre level. The appointment and removal of principals at or above the deputy division level shall be nominated by the organization department of the district committee, inspected by the district education bureau in conjunction with the organization department of the district committee, discussed and decided by the district committee and district government, and finally decided by the district government.
(B) the treatment of primary and secondary school teachers
1, implement performance pay.
(1) Performance pay for teachers in compulsory education schools. From 20xx1-September, the performance salary of on-the-job teachers and staff in compulsory education in our district was 25,800 yuan per year, and it was raised to 33,000 yuan per year from 10 to 65,438+February, in which the basic performance salary accounted for 70% of the total performance salary, which was uniformly distributed by the municipal finance; Incentive performance pay accounts for 30% of the total performance pay, which is paid after the school has audited it. In 20xx, the performance pay for teachers and staff in compulsory education schools in our district was fully implemented according to the requirements of the plan.
(2) Performance pay for teachers in non-compulsory education schools. The performance pay standard for teachers in non-compulsory education schools in our district shall be implemented with reference to the performance pay standard for teachers in compulsory education schools, and shall be uniformly allocated by the district finance. The basic performance salary of teachers in non-compulsory education schools accounts for 60% of the total performance salary, which is uniformly distributed by the district finance; Incentive performance pay accounts for 40% of the total performance pay, which is paid after the school has audited it.
(3) Problem: It is difficult for supernumerary staff (substitute teachers, "three supports and one support" staff, interns) without performance pay to implement performance appraisal.
(4) Suggestion: Set up performance pay for non-staff personnel (substitute teachers, "three supports and one support" personnel, interns) so that they can be assessed synchronously with non-staff personnel.
2. Implement the special allowance for rural primary and secondary school teachers in hard and remote areas for 20xx years. The special allowance for rural primary and secondary school teachers in hard and remote areas in our district has been paid in place according to the requirements of superiors, with a total amount of 5,809,200 yuan, with an average of 1.805 people per month.
(1) has a problem.
First, the distribution scope is narrow. At present, there are 4,477 rural teachers in the whole region, and only 1.862 teachers can enjoy the special allowance for rural primary and secondary school teachers in remote areas, accounting for 4 1.59% of rural teachers.
Second, there are few grades. The standard of special allowance is divided into remote and most remote areas according to the hardship of the school. Due to the significant differences in the geographical location of rural schools, especially small villages, it is difficult to reflect the fairness in the division of the two regional levels.
Third, the payment amount is low. From 20 1 1, the standard of special allowance for remote mountainous areas is: remote areas 105 yuan/person/month, the most remote areas 180 yuan/person/month. Due to rising prices and other reasons, the standards have been raised to 265,438+00 yuan/person/month and 360 respectively since 20xx.
Yuan/person/month. At present, although the subsidy standard in mountainous areas has been improved, many teachers are still unwilling to stay in rural primary and secondary schools because of the inconvenient transportation and poor living conditions in mountainous schools.
(2) Suggestions
In order to stabilize the teachers in mountainous areas and avoid the loss of teachers in mountainous areas, it is suggested to raise the standard of special allowance for teachers in mountainous areas and expand the scope of distribution so that teachers in rural schools can also enjoy the special allowance for teachers in mountainous areas. At the same time, according to the hardship of the school, it is divided into three regional levels: the most remote, the remote and the sub-remote.
3, primary and secondary school teachers to participate in social insurance and housing provident fund.
In 20xx, the endowment insurance, medical insurance, unemployment insurance, work injury insurance, maternity insurance and housing accumulation fund for primary and secondary school teachers in our district have been implemented. In accordance with the "Notice on Work-related Injury Insurance for Staff in Institutions and Institutions" (Kangfu Office Word [20xx] No.34) and "Notice on Adjusting the Financial Supporting Base Ratio of Housing Provident Fund in Our City" (Kangfu Office Super Word
[20xx]No. 1 12) and other documents stipulate that the individual contribution rate of medical insurance is 2%, the financial subsidy is 6%, and the individual contribution rate of unemployment insurance is 1%. The premiums payable for work-related injury insurance and maternity insurance shall be borne in full by the finance, and teachers shall not pay them. The individual contribution ratio of teachers' housing accumulation fund is 12%, and the financial subsidy is 12%. In addition to the proportion of teachers who need to pay endowment insurance, the financial burden of the unit is included in the budget and fully allocated to the unit.
4, "three types of personnel" to solve the pension and medical insurance situation.
According to the spirit of Ganzhou's "Implementation Plan on Solving Problems Related to Some Groups Not Participating in Basic Old-age Medical Insurance" (Shi Gan Baozi [2008] No.257), our city has issued "Implementation Plan on Solving Problems Related to Some Groups Not Participating in Basic Old-age Medical Insurance in Our City" (Kangban Zi [2009] No.256) and "Implementation Plan on Solving Problems Related to Substitute Teachers and Workers in Public Schools in Our City". Our bureau has cooperated with personnel, social security, medical insurance and other departments for many times to conduct research and discussion in primary and secondary schools. It is found that it is really difficult to solve the problem of basic old-age medical insurance for the third type of personnel. The main problems are as follows:
(1) Identification of identity and qualifications. First, before 2000, school financial management was not standardized enough, and many village-level primary school substitute teachers lost their salary payment tables. Even the effective original evidence such as lesson preparation book, grade register, class schedule, meeting minutes and certificates has been lost and cannot be provided. Second, before 2000, the management of substitute teachers in schools was not standardized, and many schools did not sign employment contracts with substitute teachers. Thirdly, due to the adjustment of primary and secondary school outlets, many primary and secondary schools were merged many years ago, and the original data of the schools were processed.
(2) There are unstable factors. At present, we are considering the basic old-age medical insurance for primary and secondary schools in our city after OEM 1995 1. Before 1994 12 3 1, there were still a lot of OEMs, some for decades. If the basic old-age medical insurance is provided for the substitute teachers after 1995 65438+ 10/,those who replaced the teachers before 1 994 65438+February 3 1 will definitely petition.
In order to solve the above problems, our bureau will also cooperate with personnel, social security and other departments to investigate substitute teachers and contract workers in primary and secondary schools, and try every means to solve the problem of identifying substitute teachers' identity and teaching age (length of service) to ensure social stability.
(3) Other aspects
1, fair and just, and select the best primary and secondary school teachers. Due to the aging of primary school teachers and the retirement of many people, there is a shortage of primary school teachers in the whole region. At the end of 20xx, we made a thorough investigation on the school scale of primary and secondary schools in the whole region in the next school year, estimated the number of classes and students in primary and secondary schools in the whole region, and approved the staffing of primary and secondary schools in the whole region in accordance with the spirit of the document Notice on Further Strengthening the Management of Staffing of Primary and Secondary Schools in the Province (No.5 [2007] of Jiangxi Compilation Office) issued by the provincial editorial office, the provincial department of finance and the provincial department of education, and reported the vacancy to the district party committee, district government and district editorial office in time to supplement primary and secondary schools. The district government attaches great importance to it, and agrees to select and supplement 660 primary and secondary school teachers according to the needs of disciplines, including 55 high school teachers, 85 junior high school teachers 105 (including special post teachers105), 340 primary school teachers (including 245 special post teachers) and 80 public kindergarten teachers. After the district government issued the teacher recruitment index, the district recruited primary and secondary school teachers.
According to the recruitment indicators, conditions and methods determined by the district government, the work leading group formulated an implementation plan for the open recruitment of primary and secondary school teachers in xx district in 20xx, and reported the recruitment plan and conditions to the Provincial Department of Education and the People's Insurance Department for unified recruitment by the whole province. The recruitment method is: the written test is organized by the whole province, and the interview and physical examination are organized by the District Education Bureau in conjunction with the District People's Social Security Bureau. According to the implementation plan of recruiting teachers, our district actually recruited 650 teachers (including 329 special post teachers), including 62 high school students (including 7 free normal students), 0/68 junior high school students (including 89 special post teachers), 335 primary schools (including 240 special post teachers), 80 kindergartens and 5 special education teachers, which effectively alleviated the shortage of primary and secondary school teachers in our district.
2. Open and transparent, and implement the job selection of newly hired teachers. In 20xx, the distribution of new teachers in our district will continue to choose the announced schools independently according to the scores from high to low. In order to do a good job in the allocation of newly hired teachers, our district has formulated an implementation plan for the post selection of newly hired teachers in xx District in 20xx, and scientifically formulated the list of subjects to be selected and the post marking map according to the needs of primary and secondary schools. Before the post selection, the newly hired teachers were trained on the topic of post selection, which ensured the fairness, justice and order of post selection and was widely praised by all walks of life.
3, strict procedures, organize the recommendation of reserve cadres in the education system. In order to promote the reform of the cadre and personnel system in the education system of our district, according to the spirit of the Notice of the former Municipal Party Committee Office and the Municipal Government Office on Printing and Distributing the Interim Provisions on the Personnel Management of Cadres in the Education System of xx City (Kang Ban Zi [20 1 1] 172), and in order to effectively recommend the reserve cadres in the education system, the District Education Bureau has formulated and issued the Notice on Doing a Good Job in the Reserve Cadres of the Education System in 20xx. Document No.7 1 defines the recommendation conditions, procedures and indicators of reserve cadres. After the process of teaching and administrative staff's sea election, the Standing Committee's voting, school publicity and the Education Bureau's publicity, the education system identified 1 12 reserve cadres in 20xx, including 36 primary schools (including municipal kindergartens), 55 junior high schools and 55 senior high schools (including continuing education).
4, comprehensive investigation, and vigorously improve the combat effectiveness of the school team. The District Education Bureau issued the "Work Plan for Comprehensive Evaluation of School Team Inspection in Primary and Secondary Schools in xx District for 20xx-20xx School Year", and conducted a comprehensive inspection of administrative cadres and reserve cadres in primary and secondary schools as required. The inspection team put forward suggestions for appointment and dismissal, which provided a strong basis for the adjustment of school team in summer.
5, extensive publicity, do a good job of teacher qualification for the society. In accordance with the requirements of higher-level documents, our district issued the Notice on Doing a Good Job in Identifying Teachers' Qualifications for the Society in 20xx, and announced it to the public through the Internet, public columns and other forms. This year, there are 106 teachers in our district who applied for the qualifications of primary and secondary schools and kindergartens online, including 33 high school teachers, 26 junior high school teachers, 22 primary school teachers and 25 kindergarten teachers. After education and teaching ability test, physical examination and other procedures, there are actually 79 certified teachers, including 3 1 senior high school teachers, 0/5 junior high school teachers, 0/9 primary school teachers and 0/4 kindergarten teachers.
6, standardized and orderly, to carry out the transfer of rural school teachers to urban schools. First, do a good job in the selection of rural primary and secondary school teachers in urban junior high schools and primary schools. Due to the enrollment expansion of junior high schools and primary schools in some urban areas, a large number of children of migrant workers enter school, resulting in a shortage of junior high school and primary school teachers in urban areas. In order to alleviate the shortage of junior high school and primary school teachers in urban areas, the shortage of junior high school and primary school teachers in urban areas was found out, and the implementation plan of selecting and transferring rural school teachers in xx district in 20xx was formulated. Some rural junior high school and primary school teachers were transferred to urban schools through examinations. According to the principle of "fairness, justice and openness", 255 rural primary and secondary school teachers were selected from urban junior high schools and primary schools, including 84 from urban junior high schools. The second is to do a good job in the selection of vacant teachers in urban high schools. Our district has formulated a work plan for openly selecting and transferring teachers. Through written examination and lectures, there are 9 teachers in xx Middle School, 27 teachers in No.2 Middle School, 27 teachers in No.3 Middle School, 8 teachers in No.4 Middle School and 25 teachers in Tangjiang Middle School.
Second, 20xx working ideas
1. Strengthen the establishment management of primary and secondary schools, further increase the recruitment of teachers and improve the structure of teachers. First, according to the actual shortage of primary and secondary school teachers, actively do a good job in independent recruitment of primary and secondary school teachers. The second is to make good use of national policies and actively recruit teachers for the "special post plan" according to the requirements of the Provincial Department of Education. Third, resolutely clean up the off-the-job personnel and fill the vacancies caused by various situations in time, especially for schools that expand the scale of running schools and greatly increase the number of students.
2. Deepen the reform of the education and personnel system, establish a personnel management operation mechanism that conforms to the characteristics of primary and secondary schools in our region and a high-quality, professional team of primary and secondary school teachers and managers to maximize the enthusiasm of teaching staff.
3. Continue to implement the system of reserve cadres in primary and secondary schools, and improve the implementation plan for recommending reserve cadres in primary and secondary schools. Promote and reuse a group of high-quality cadres with both ability and political integrity and outstanding performance.
4. Strengthen the inspection of school management cadres. Those who fail to pass the inspection or are seriously dereliction of duty or dereliction of duty shall be admonished, demoted or dismissed in time.
5, efforts to do a good job in the professional and technical titles of in-service teachers at all levels of the recommendation and identification work and the annual performance appraisal work.
6. Earnestly do a good job in the normal promotion of faculty salaries and the cashing of professional titles.
I recommend it carefully.