Main policies:
Total verification
The total performance salary of compulsory education schools is temporarily approved according to the basic salary of school staff in the previous year of 65438+February and the standardized subsidy level; Among them, the average subsidy level of compulsory education teachers is determined by the personnel and financial departments of the people's governments at or above the county level in accordance with the principle that the average salary level of teachers is not lower than that of local civil servants.
Composition of performance pay
70% of the total performance salary of compulsory education schools is the basic part, and 30% of the total performance salary is the incentive performance salary, which is independently distributed by the school according to the standardized procedures and methods, mainly reflecting factors such as workload and actual contribution. On the basis of performance appraisal, the distribution order of incentive performance pay is reasonably determined, which is generally paid by semester or school year.
Capital guarantee
The funds required for the implementation of performance pay in compulsory education schools are included in the financial budget. Follow? County-based management, provincial-level overall funding, and appropriate support from the central government? The principle of ensuring in place.
The enrollment rate should not be used as an assessment index.
The notice emphasizes that teachers should be assessed for moral education in classroom teaching in combination with the characteristics of the subjects they teach; The assessment of teaching effect is mainly based on the completion of the teaching objectives stipulated by the state and the students' meeting the quality requirements of basic education, and the enrollment rate shall not be used as the assessment index.
Implementation requirements:
The implementation put forward six requirements. First, strengthen leadership to ensure the implementation of policies and the success of good deeds. Education administrative departments at all levels should earnestly strengthen leadership and further enhance their sense of responsibility and urgency. The second is to increase publicity to ensure clear guidance and stabilize people's hearts. We should conscientiously do a good job in policy interpretation, typical experience summary, publicity and promotion, so that the performance pay policy is deeply rooted in the hearts of the people. The third is to increase coordination and ensure that key support and funds are in place. It is necessary to improve the coordination mechanism of relevant departments, actively strive for support, and implement incentive performance pay funds to schools as soon as possible on the basis of completing basic performance pay. Fourth, intensify reform to ensure that opportunities are seized and mechanisms are innovated. We should conscientiously implement the guidance and incentive mechanism of performance pay distribution, give full play to the incentive function of performance pay, and handle the relationship between reform, development and stability. Fifth, strengthen training to ensure unity of thinking and a strong team. The policy of performance pay should be regarded as an important part of the training of educational administrative cadres, principals and teachers, especially the backbone team and principals who implement the work should be trained on special topics. Sixth, strengthen supervision to ensure that the work is implemented. It is necessary to improve the supervision system and regular reporting system, grasp the implementation progress in time, and promote the incentive performance salary to be paid as soon as possible.
Doubt:
As soon as the plan was announced, there was a strong response from all walks of life. Teachers, especially primary and secondary school teachers, have given it high praise and ardent expectations, but many people are skeptical about whether the system can be implemented. Therefore, it is an important prerequisite to correctly understand the spirit of the documents of the State Council and the Ministry of Education, dispel doubts and strengthen conviction.
How to ensure teachers' salaries
(1) It is an indisputable fact that the average salary of teachers is lower than that of civil servants.
In recent years, with the gradual establishment of a new mechanism to guarantee the funds for compulsory education, especially after the country implemented the county-level overall planning of teachers' salaries and increased the transfer payment, it ensured that teachers' basic salaries were paid in full and on time, solved the long-standing problem of arrears of teachers' salaries, and the income of primary and secondary school teachers increased significantly. According to the statistics of China Labor Statistics Yearbook, in 2006, the average wage income of teachers and staff in ordinary primary schools increased by 58.2% compared with that in 2002, and that in ordinary middle schools increased by 63.2%. But on the whole, the wage income level of teachers in compulsory education schools is still low. According to the national education supervision report for 2008 recently released by the Ministry of Education, in 2006, the average annual wage income of primary school staff in 273 counties (accounting for 8.5% of the total number of counties) and junior high school staff in 2 10 counties (accounting for 6.5%) was less than12000 yuan, and the average monthly wage income was less than1. Among them, Henan, Shaanxi and Shandong are particularly prominent. Counties where the average monthly salary of primary school staff and workers is less than 654.38+10,000 yuan account for 34. 1%, 2 1.2% and 18.2% respectively. The junior high school students were 25%, 20.7% and 18% respectively. The report also shows that in 2006, the average annual wage income of teachers and staff in ordinary primary schools and middle schools (including junior high schools and senior high schools) was 17729 yuan and 20979 yuan respectively, which was 5 198 yuan and 1948 yuan lower than that of employees in state organs. Taking 2008 as a yardstick, teachers' salaries were generally low at that time. The salary of Hong Kong teachers with college or undergraduate education is only over 800 to 900, and that of primary school teachers with 40 years' teaching experience is less than 1500 yuan, while the minimum salary of newly recruited civil servants is 1900, so we can imagine the big income gap. The low salary level of teachers is the main reason for the instability of teachers in rural areas, especially in remote areas, and it is difficult to attract outstanding talents to teach. In contrast, civil servants are sought after by more and more college graduates because of their high income and important social status, and the annual civil service examination has become the most competitive? China's first exam? . According to the statistics of the Ministry of Personnel, in 2005, the central and state organs recruited civil servants for the society, and the ratio of registration to planned admission was 37∶ 1. The ratio of enrollment to planned enrollment was 48.6∶ 1 in 2006, 42∶ 1 in 2007, and rose to 46 ∶ 1 in 2008, with a record number of 640,000 applicants. Of course, it is unrealistic to make teachers stand out like civil servants in the near future, but it is feasible to make their salaries reach or even exceed the average level of local civil servants, and the current implementation of performance-based pay system is an important opportunity to improve the income level of primary and secondary school teachers.
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