20 17 model essay on school performance salary distribution scheme 1 in order to implement the incentive performance salary distribution policy for school staff in compulsory education stage, further standardize the income distribution order of school staff (including kindergartens), safeguard the interests of staff, build a scientific, reasonable, fair and just internal system with incentive mechanism, and mobilize the enthusiasm of the majority of staff, according to the "First Teaching 20xx 1"
I. Guiding ideology
Introduce the mechanism, establish a scientific, reasonable, fair and just distribution scheme, mobilize the enthusiasm of the faculty, and strive to promote the sustained, healthy and rapid development of education in our school.
Second, the principle of evaluation and distribution.
Carry out the principle of distribution according to work. On the basis of responsibility and performance, pay more for more work, get excellent grades and rewards, appropriately widen the distribution gap, and focus on front-line teachers, backbone teachers and other staff who have made outstanding achievements. At the same time, make overall plans to straighten out the performance-based salary distribution relationship among personnel in various positions within the school.
Insist? Open, fair and just? Principle. Give full play to democracy, implement open operation in the whole process of distribution, ensure the right to know, participate and supervise of faculty and staff, and safeguard their legitimate rights and interests.
Third, the incentive performance wage distribution method
The school establishes an assessment distribution scheme consisting of three parts: allowance for class teachers, workload assessment and work performance assessment. Of the total performance salary, the allowance for the head teacher is 100 yuan/month, and the rest is composed of 50% workload allowance and 50% work performance allowance.
A 1, head teacher allowance:
The monthly allowance standard for class teachers is 100 yuan. Schools should conduct performance appraisal according to the responsibilities of the class teacher, and the assessment results are divided into two grades: qualified and unqualified. Those who pass the examination receive the allowance of the class teacher according to the standard every month.
A2 workload (calculated according to the specific class hours of the following four projects)
1, workload of management responsibilities:
Management positions include head teacher, team leader (more than three classes), teaching and research team leader (Chinese, mathematics and comprehensive subjects), primary school principal (vice principal and teaching director), middle-level cadres and supervisors. According to the quantitative assessment of job responsibilities, the school will convert the class hours in the following ways on the basis of passing the assessment.
(1) The workload of the class teacher on duty: the workload of the middle school class teacher is one fifth of the weekly workload of our teachers; The workload of primary school class teachers is one of the six teacher workload weeks in our school.
(2) The workload of the teaching and research team leader: organizing a teaching and research activity is converted into one seventh of the weekly workload.
(3) workload of administrative duties: middle-level cadres are converted according to half of the average workload of teachers in their own units; Deputy positions shall be converted by no more than 2/5 of the average workload of teachers in the unit; The responsibilities of deputy posts at the school level are converted by half of the average workload of teachers in this unit; The workload of teaching and research staff is converted by half of the average workload of teachers in this unit.
2. Teaching workload
(1) Teaching hours per week for teachers:
Calculation formula: What are the actual teaching hours per week? Professional and technical grade coefficient (rank 1, assistant 1. 1, intermediate 1.2, deputy senior 1.3)+ actual weekly teaching hours? Subject coefficient (middle school Chinese, mathematics, English primary school Chinese, mathematics) 0.2. Excellent class 0.2; The qualified class is 0.15; Unqualified is 0. The coefficient of other disciplines is 0. 15. Excellent class 0.15; The qualified class is 0.1; Unqualified is 0)= weekly workload of teachers (class hours). Among them, the actual teaching hours per week consist of standard hours and standard class hours. Actual teaching hours per week = [teaching hours per week (language class, cross-class and cross-year increase1)15+class size /40]? 2? 15 (segment). (When the class hours and the number of students per week are different in last semester and next semester, the average values are calculated respectively. )
(2) Each substitute class arranged by the school guidance office is converted into one section, morning reading into one section, morning and evening self-study into 0.5 section, and the workload of holidays and overtime is converted into three sections. One day's guidance and protection is converted into two sections, and one day's administrative duty is converted into three sections. Librarians press one tenth of the average workload of teachers; Custodian according to one tenth of the average workload of teachers; Logistics (network management) is one seventh of the average workload of teachers; Health management is a quarter of the average workload of teachers.
(3) Workload of school management posts (including other management posts): Other management posts refer to teaching assistants and logistics managers. The workload of management personnel (including other management personnel) shall be calculated according to the class hours of the corresponding professional and technical level (employed) teachers in the school as appropriate.
3. Attendance (including meetings and group activities stipulated by the school):
Sick leave 1 0.5, personal leave 1 1, absenteeism 1 5, late arrival and early departure 1 0.5. Non-teaching staff are deducted according to the number of working days (6 sessions/day).
Calculation formula: individual incentive performance salary (workload part) = total incentive performance salary of the school (minus the allowance of the head teacher, the same below)? 50%? Total workload of the school (total number of classes)? Personal workload (total number of sections)
A3 Work performance (including professional ethics, business ability, professional development and work effectiveness).
1, professional ethics 10%:
Patriotic and law-abiding, fully implement the national education policy, and perform the duties stipulated by relevant laws and regulations; (two) love their jobs, teach and educate people, and conscientiously complete the task of education and teaching; (3) Caring for students, treating them equally and fairly, and not corporal punishment; (4) Be a model, have a decent style, take the overall situation into consideration, and unite and cooperate. ⑤ This item does not score in any of the following circumstances: a. Implementing the one-vote veto system for the assessment of teachers' morality, that is, violating one of the provisions of Article 20 of the Measures for the Assessment of Professional Ethics of Primary and Secondary School Teachers in Fujian Province; B, when the annual performance warning or disciplinary action. This item is graded according to the average value of teachers' democratic evaluation and evaluation group evaluation (excellent score 10, good score 9, middle score 8, difference 6).
Calculation formula: individual incentive performance salary (professional ethics part) = total school incentive performance salary? 10%? Total score of school professional ethics? Personal professional ethics score
2, business ability 20%:
(1) Moral Education 10%: ① Adhere to the classroom as the main channel and organically integrate moral education into teaching; ② Pay attention to cultivating students' good study and behavior habits; ③ Pay attention to students' mental health education; ④ Organize various activities with healthy contents to cultivate students' sentiment; ⑤ Implement measures to help students with learning difficulties. The scores are graded according to the average value of teachers' democratic evaluation and evaluation group evaluation (excellent score 10, good score 9, middle score 8 and difference 6).
(2) Teaching routine 10%: ① Careful preparation of lessons, complete teaching plan, standardized score1.5; ② Carefully organize teaching and improve teaching methods based on students' reality, 1.5 points; ③ Using modern educational technology to carry out teaching activities is1; ④ The teaching content is scientific and correct, and there is no knowledge error of 1.5; (5) Instruct in time, and carefully grade homework 2 points; ⑥ 1.5 is used to evaluate students' learning effect in various ways; ⑦ Insist on after-class reflection, recognize the truth and sum up teaching experience 1. .
Non-teaching staff: the school will give quantitative scores (excellent 10, good 9, medium 8, poor 6) according to their job responsibilities and workload completion and effect.
Calculation formula: individual incentive performance salary (business ability part) = total school incentive performance salary? 20%? What is the total score of the school's business ability? Personal business ability score
3, professional development 10%:
(1) Continuing education 5%① Records and summaries of the training process (2 points); (2) Participate in academic certification or various trainings as required, complete the required credits, and pass the examination (1 point); (3) Actively participate in school-based training and other kinds of advanced studies (2 points).
(2) Teaching research 5%:① Undertaking all kinds of open classes, research classes and demonstration classes at all levels (including winners of classroom teaching competitions and teaching skills competitions), 2 points above the county level, 0/.5 points for central primary school and 0/point for our school; (Take the highest item for similar activities) ② Participate in teaching and research activities, and the score is excellent 1, good 0.8, and general 0.5; (3) Take part in the research (subject to the conclusion), write a summary of teaching experience or a paper (excluding the paper designated by job evaluation), with a score of 1 at the county level and a score of 0.5 at the school level; (4) Bring the old with the new and give full play to the role of backbone teachers, 1 point. This item is evaluated by the certification materials above the area.
Calculation formula: individual incentive performance salary (professional development part) = total school incentive performance salary? 8%? What is the total score of the school's professional development? Personal career development score
4. Work effect 10%
(1) The teaching effect is 5%: ① The passing rate is 2 points, the consolidation rate is 1 minute, and the progress rate is 1 minute; ② The feedback from students and parents is 1.
(2) The educational effect is 5%: ① The award-winning situation of students, 2 points at the county level and above, and the school 1.5 points; ② The progress of students with learning difficulties is excellent 1 and good 0.5; (3) If there is no safety accident, score 2 points; otherwise, score no.
Non-teaching staff are evaluated by the evaluation team according to the completion of their duties. Excellent 10 points, good 8 points, qualified 6 points and unqualified 2 points belong to the work within the management responsibilities of school administrators, and informed criticism of the county bureau is given a one-time demotion.
Calculation formula: individual incentive performance salary (work effect part) = total school incentive performance salary? 10%? What is the total score of school homework? Personal work efficiency score
(3) Comprehensive evaluation reward 2%: This item is evaluated by each school according to the actual situation, and appropriate rewards can be given to the staff who are part-time science department, absent from work on holidays and have made outstanding contributions to the development of school education.
Work performance: the central primary school managers score according to the average value of corresponding technical levels, while the teaching assistants and logistics personnel score according to the average value of teachers' democratic evaluation and evaluation group evaluation.
Four. any other business
1. Each school should set up an incentive performance pay distribution assessment team with the principal as the team leader and the teaching director, class teacher and teacher representative as members (5-7 people) to be responsible for quantifying the incentive performance pay assessment.
2. If the staff of other units are borrowed, the reward performance salary will be hired according to the average level of the corresponding professional skills of the school (except for the allowance of the class teacher).
This distribution scheme will take effect after it is approved by the teachers' congress, and it is applicable to the 20xx annual incentive performance salary distribution.
20 17 Model II of School Performance Pay Distribution Scheme According to the Notice of the General Office of the State Council on Forwarding the Guiding Opinions of the Ministry of Finance and Education of Ministry of Human Resources and Social Security on Implementing Performance Pay in Compulsory Education Schools (Guo Ban Fa [20xx] 133) Notice of the General Office of the Provincial People's Government on Forwarding the Opinions of the Education Department of the Finance Department of the Provincial Department of Human Resources and Social Security on the Implementation of Performance Pay in Compulsory Education Schools (Qian Fu Ban Fa [20xx] No.58) and the Implementation Measures for the Implementation of Performance Pay in Compulsory Education Schools in Kaiyang County (Implementation Measures for Incentive Performance Pay in Compulsory Education Schools in Kaiyang County (Provisional) "(Open
I. Guiding ideology
Take the implementation of performance pay in compulsory education schools as an opportunity to establish a scientific and standardized income distribution mechanism for faculty and staff. Adhere to the principle of more pay for more work and excellent performance, focus on front-line teachers, backbone teachers and faculty members who have made outstanding achievements, give full play to the incentive role of incentive performance pay, make the work of faculty members more solid, forge ahead, actively complete various work objectives and tasks, and strive to promote the sustained, healthy and rapid development of education in our school.
Second, the principle of evaluation and distribution.
1, insist? More work, more pay, better grades, more pay? The principle of. Incentive performance pay is mainly based on the results of post performance appraisal. Without post performance appraisal results, you can't participate in performance salary distribution.
2. insist? Justice, fairness and openness? The principle of. The assessment and distribution process of incentive performance pay should be fair, just and open, and the scheme should be easy to operate.
3. insist? Scientific and reasonable? Principle. Incentive performance salary assessment and distribution scheme should not only be scientific and reasonable, but also reflect the gradient level.
Three, the establishment of incentive performance wage distribution leading group
In order to ensure the rational distribution of incentive performance pay, the school set up a leading group with party and government trade unions and teachers' representatives as the main members.
Team leader: Guo Zhisheng He
Deputy leader: Yang Hai
Member: Chen Xie Zhuojun Xilin Yu Shunlian Wang Jiang You Quan Yang Xianfu Zhang Jiangyong Zeng Yanhuang Yuan Hua Xiao Yi
Iv. evaluation opinions
(1) Comments on workload assessment
The work undertaken by the teaching staff must be fully loaded, and the workload standard of subject teachers shall be implemented with reference to the provisions of the county education bureau, while the workload standard of non-teaching staff shall be determined by job responsibilities.
(2) Performance appraisal opinions
1. The Academic Affairs Office and the Teaching and Research Section are responsible for the professional assessment of teachers. The detailed rules are attached.
2. The Logistics Department is responsible for the performance appraisal of logistics personnel, and the detailed rules are attached.
3, faculty performance appraisal according to the 20xx20xx academic year assessment results.
(3) Evaluation procedure
Evaluation procedure
(1) Individual evaluation: relevant functional departments conduct evaluation according to the detailed rules for the implementation of school evaluation and the actual daily work of teachers.
(2) Comprehensive evaluation: On the basis of individual evaluation, the school incentive performance salary distribution leading group conducts comprehensive evaluation according to the evaluation criteria.
(3) approved by the teachers' congress and the faculty meeting.
(4) Teachers' overtime work is paid by the school, which does not belong to the scope of performance pay.
(5) Publicity in the school: The results of teacher assessment will be publicized in the school for 5 working days. Teachers have objections to the assessment results, which can be reflected to the school performance pay distribution leading group through proper channels.
(6) Report to the Education Bureau for approval.
(7) Determine the result: After the publicity, calculate the performance salary of the teacher's personal reward.
V. Calculation of Incentive Performance Pay
1, the total reward performance salary in Kaiyang No.2 Middle School = the total reward performance salary allocated by the superior.
2, teachers by the Academic Affairs Office unified quantitative assessment (according to the assessment of the previous school year) to get the assessment score.
3, teaching AIDS and logistics by the logistics department unified quantitative assessment, get the assessment score.
4. Calculation:
(1) sum of individual performance pay = sum of subject performance pay? What is the total score of the subject? Personal evaluation score.
(2) The performance salary of the transferred personnel and retirees is actually distributed and paid by the superior.
(3) Performance pay of ground crew = performance pay assigned by superiors? 0.97。
(4), two disciplines personnel performance pay = superior distribution performance pay? 0.98。
(5) The sum of the performance pay of the first professional = the sum of the performance pay distributed by the superior-the sum of the performance pay of the ground crew-the sum of the performance pay of the second professional.
Performance of intransitive verbs
1. Incentive performance pay is organized and implemented by the Leading Group for Incentive Performance Pay Distribution.
2. The right to interpret this scheme belongs to the leading group for rewarding performance salary distribution.
20 17 School Performance Pay Distribution Scheme Mode 3 In order to establish an internal distribution mechanism that meets the requirements of performance pay reform in public institutions and the actual situation of the school, it can more effectively mobilize the enthusiasm of teaching staff, promote the healthy and rapid development of the school and comprehensively improve the level of education and teaching. According to the spirit of the Notice of Chengdu Human Resources and Social Security Bureau and Chengdu Finance Bureau on Forwarding the Opinions of Sichuan Provincial Department of Finance of Sichuan Provincial Department of Human Resources and Social Security on Printing and Distributing Performance Pay in Other Institutions in Sichuan Province (Cheng She Fa [20xx] No.45), this plan is formulated.
I. Guiding ideology and principles
The implementation of performance pay, adhere to the guiding ideology of giving priority to efficiency, paying attention to fairness, paying according to work, rewarding the excellent and punishing the poor. The assessment work is transparent and fair, which strengthens the professionalism and sense of responsibility of the staff. Improve the efficiency of the whole school and enhance the vitality of the school.
(a) adhere to the principle of responsibility, right and benefit.
Employees' income is linked to job responsibilities, job performance and actual contribution.
(two) adhere to the principle of highlighting the front line and highlighting the key points.
The distribution is inclined to front-line and high-level talents and outstanding contributors, and the incentive mechanism is strengthened.
(three) adhere to the principle of living within our means and comprehensive balance.
According to the financial resources of the school, the performance salary standard is determined, so that the income of faculty and staff is linked to the development of the school, the quality of education and the benefit of running a school.
Second, the scope and time of implementation.
The implementation scope of performance pay is: faculty and staff in school and those who are about to leave their posts and retire.
The time for cashing performance pay shall be subject to the official notice of the municipal personnel department.
Third, the classification and proportion of performance pay.
Performance pay is divided into basic performance pay and incentive performance pay, each accounting for 50% of the total performance pay.
Fourth, the implementation measures
(1) basic performance pay.
Basic performance pay accounts for 50% of the total performance pay. The post coefficient of professional and technical personnel, managers and workers shall be implemented according to the current bonus coefficient standard of the school. The basic performance salary base is determined according to the financial situation of the school and reported to the higher authorities for record and approval.
Teaching staff should conscientiously perform their duties, complete all the work according to the basic workload stipulated by the school, and pay basic performance pay on a monthly basis.
(2) Incentive performance pay.
Incentive performance pay accounts for 50% of the total performance pay. It mainly includes overtime allowance, outstanding contribution award, annual assessment award, policy award, education and scientific research project award, class teacher allowance, communication fee, transportation fee, food fee, one-time award, etc. , and according to the staff performance appraisal results for distribution.
1, overtime allowance. Overtime allowance is paid to teachers who work overtime, teachers who work part-time, administrators who work part-time and teaching staff who work overtime. According to the "Chengdu Industrial Vocational and Technical School overload subsidy calculation and payment methods" implementation.
2. Outstanding contribution award. Give outstanding contributions to the departments or departments that have made outstanding contributions. Combined with the total salary of performance bonus, the school decides the payment standard and scope.
3, the faculty annual assessment awards. The staff and workers complete the annual objectives and tasks, and issue annual assessment awards after assessment. School-level cadres are assessed according to the requirements of the Municipal Education Bureau. Middle-level cadres are assessed according to the annual assessment method of middle-level cadres in Chengdu Industrial Vocational and Technical School, and other teaching staff are comprehensively assessed according to the annual assessment method of teachers in Chengdu Industrial Vocational and Technical School and the annual assessment method of non-teaching staff in Chengdu Industrial Vocational and Technical School, and the assessment results are calculated. Combined with the total salary of performance bonus, the school will decide the payment standard.
4. Policy incentives. The school won various honorary titles at all levels of the country, province and city (district) and will be rewarded according to the policy.
5. Educational and scientific research project award. The departments or faculty members who have made outstanding achievements in educational and scientific research projects shall be awarded the educational and scientific research project award. According to the "Chengdu industrial vocational and technical school education, scientific research achievements incentives" plan hair.
6. Class teacher allowance. Teachers who work as class teachers plan to pay the allowance for class teachers. According to the "Chengdu Industrial Vocational and Technical School Teacher Assessment Method".
7. Communication expenses, transportation expenses and meals. Pay for communication, transportation and meals according to the needs of work. According to the existing regulations of the school.
8. One-time reward. A one-time reward other than the above-mentioned reward. The standard and scope of distribution are determined by school research.
Verb (abbreviation of verb) scheme implementation
This plan was discussed and approved by the school teachers' congress, and implemented after being reported to the higher authorities for record and approval.
The school formulates corresponding supporting implementation rules according to this plan.
Explanation of intransitive verb scheme
This scheme is explained by the school performance pay leading group office.