In order to arouse the enthusiasm of teachers in our school, truly do something different, with more or less, good or bad, and establish a fair, reasonable, open, transparent and effective incentive internal distribution mechanism, this scheme is formulated according to the spirit of the document "Measures for the Assessment, Distribution and Implementation of Performance Pay for School Teachers in Compulsory Education in Jingbian County" and the actual situation of our school.
Guiding ideology
According to the spirit of the document, combined with the reality of our school, within the total performance salary approved by the superior, we should focus on implementing the employment system and post management, make scientific arrangements, establish a distribution incentive mechanism that conforms to the reality of our school, and fully mobilize the enthusiasm of faculty and staff.
principle of allocation
1, adhere to the principle of distribution according to work, excellent teachers and excellent employment, and give consideration to fairness. Assess teachers' workload, job responsibilities, performance, etc. Appropriately widen the distribution distance, tilt to front-line teachers, backbone teachers and outstanding teachers, and fully embody the distribution principle of no pains, no gains and excellent rewards.
2. Overall consideration of the performance-based salary distribution relationship of all kinds of personnel in the school, scientific arrangement, and construction of distribution incentive mechanism in line with the actual situation of our school.
3. Adhere to the principle of "openness, fairness and justice". The whole process of performance pay assessment and distribution is open, so as to achieve fairness and justice, ensure stability and build a harmonious campus.
Leading organization
The school has set up a leading group for the implementation of performance pay distribution, which is composed of school leaders and teachers' representatives. It is responsible for the assessment of teachers' workload, management responsibilities and work performance, as well as the issuance, distribution and interpretation of performance pay to ensure the fairness and justice of performance pay distribution.
Allocation target
The school is compiling in-service teachers, school district staff and teaching point teachers.
Wage composition
According to the current relevant policies, teachers' performance pay is divided into two parts: foundation and reward. In performance pay, the basic performance pay standard accounts for 70% of standardized subsidies. The total reward performance salary is 65438+the sum of 30% of the previous year's standardized subsidies and the total basic salary of all faculty and staff in February.
Allocation quota and method
(A), the basic assessment content and quantitative methods of performance pay
The assessment content is mainly post attendance and monthly assessment.
1. Employees who leave their posts according to regulations and older faculty members (male 57 years old, female over 52 years old) who don't go to work can enjoy basic performance pay in full;
2. Approved full-time training of teachers, secondment of teachers from the system, and teachers on wedding and funeral leave.
Enjoy basic performance pay in full;
3. Teachers who have been absent for a long time without reason do not enjoy basic performance pay;
4. Deduct 60% of basic performance pay for absenteeism for more than 5 days per month;
5. Sick leave of 65,438+00-20 days per month will be deducted by 65,438+05% of the basic performance salary, and sick leave of more than 20 days will be deducted by 30%, and critically ill patients will be considered at school as appropriate;
6. The waiting staff will be deducted 40% of the basic performance salary every month.
The basic performance salary deducted above is included in the incentive performance salary of the school.
(2), incentive performance pay assessment content and quantitative method (full score 100)
1, attendance assessment: (10)
Implement the daily attendance system, and those who leave Man Qin will get 10 points every month. 0.5 points will be deducted for arriving late and leaving early, 0.5 points and 1 point will be deducted for sick leave and personal leave (except legal holidays), and 2 points will be deducted for absenteeism; Activities stipulated by the school (political and professional study, school meetings, teaching and research groups, teaching and research activities and other collective activities, etc.). ), 0.5 points will be deducted for arriving late and leaving early, 0.5 points will be deducted for sick leave and absence 1 deduction 1 point. If the safety supervisor is late or leaves early (including those who are at school but not on duty), 2 points will be deducted at a time, and 2.5 points will be deducted for one day of absence, and he will take full responsibility for the post on that day. Above until deducting the attendance score of this month.
2. Workload assessment: (35 points)
A. Normal workload of teachers:
(1) standard weekly teaching hours for full-time teachers: Grade one: 26 classes; Grade two: Class 26.
There are 30 classes in grades 3, 4, 5 and 6. The standard weekly teaching hours for full-time teachers are subject to the weekly teaching hours arranged by the school curriculum at the beginning of the semester. When the standard class hours are completely reached, the total workload is reached.
(2) At present, the principal of the central primary school has no less than 4 classes a week, the vice principal has no less than 6 classes a week, the teaching director has no less than 8 classes a week, the deputy teaching director has no less than 10 class a week, the teaching principal has no less than 10 class a week, and the teaching director has no less than 12 class a week. If the standard is met, the workload will be full.
B, full workload quantification:
35 points per person per month if the workload is full. The number of over-class hours and under-class hours shall be quantitatively assessed by the school according to the specific situation, but the monthly score of each person shall not exceed (be lower than) 10.
C, workload quantification:
(1) On duty on holidays: The personnel on duty in schools on holidays are calculated as per person per day 1 minute.
(2) Overtime on holidays: 2 points per person per day for overtime on business during holidays.
(3) Substitute classes (classes): 0.5 points for each class (day), arranged by the guidance office.
(4) Bao Butong grade (any language, mathematics) or class teachers, plus 5 points per person per month;
In the same year, two classes teach (any language or mathematics) with 3 points per person per month. English teachers enjoy a new year's teaching subsidy of 3 points per person per month.
3. Evaluation of teaching process: (25 points)
(a), preparing lessons (5 points)
1, study the syllabus carefully, thoroughly understand the textbooks, master the knowledge structure and textbook arrangement system, and make clear the teaching purpose, task, emphasis and difficulty of this semester. Otherwise, after verification, 0.5 points will be deducted for each point less, and the points will be deducted until the deduction is finished.
2, arrange the schedule, make a good teaching plan, the plan should include the analysis of the current situation of students, the teaching tasks and objectives of this semester, the focus and difficulties of teaching materials, methods and measures to improve the quality of teaching, teaching schedule. Otherwise, 0.5 points will be deducted for missing one link.
3. Lesson preparation includes lesson preparation contents, lesson preparation methods, lesson preparation students, lesson preparation training, lesson preparation teaching aids and lesson preparation experiments. Deduct 0.5 points for one item missing.
4. Write a good lesson plan: write a good lesson plan according to chapters and class hours. There are lesson plans for subjects, lesson plans for classes, and detailed plans for Chinese, mathematics and English; Music, sports and art can be sketched, and detailed cases should reflect three-dimensional goals, including key and difficult points, teaching process, classroom exercises, classroom summary, homework, blackboard design and teaching experience. There should be teaching plans for review and summary classes, and Chinese teachers should have writing teaching plans. The lesson plan is written as required, which can be counted as 5 points; Otherwise, the lack of a lesson plan will be deducted 5 points, the lack of a class will be deducted 0.5 points, and the lack of a link will be deducted 0.5 points.
(2) Attend lectures (5 points)
1, attend classes on time, don't miss classes casually, and don't sit and give lectures.
2. Teaching is natural, dressing neatly and generously, carefully organizing classroom teaching and implementing the heuristic teaching principle.
3. Classroom teaching should be purposeful, scientific, rigorous, artistic and effective, so as to teach students in accordance with their aptitude.
Other specific matters
1. Objects not participating in performance pay distribution
Did not undertake any education and teaching work this semester; Deliberately failing to complete the task of education and teaching; Absenteeism for more than 5 working days in a row, and accumulated sick leave for more than 2 months; Leaving the post without authorization and failing to return within the time limit; Serious violations of discipline such as dereliction of duty are investigated for criminal responsibility according to law; Unable to do the job, and still unable to do the job after adjustment or training; Persons who do not participate in the annual assessment for personal reasons or are determined to be unqualified in the annual assessment.
2. Participants who cancel performance pay.
Full-time study; Dissolve the labor contract; Stop paying wages; Secondment outside the education system; Unemployed people, etc.
3, the organization selected temporary, teaching or learning personnel, according to the relevant provisions to complete the task, according to the total workload calculation. The attendance and performance of these personnel are provided by the attachment units, teaching schools and training schools, and assessed by the original units.
4, in violation of the "Teacher Law", "Professional Ethics of Primary and Secondary School Teachers" and disobeying work arrangements, creating troubles, etc. If it is not enough for the organization to handle, the performance appraisal score 10% shall be deducted as appropriate. Parents who have received complaints, informed criticism, warnings, demerits, serious demerits, demotion or dismissal will be deducted 20%, 25%, 35%, 45%, 55%, 65% and 100% of the performance appraisal scores respectively.
Related requirements
1. In addition to the performance salary stipulated in this scheme, the school will no longer use any funds to distribute various subsidies, bonuses and in-kind in any name and in any form.
2 schools should strengthen leadership, raise awareness, work creatively, adhere to the Scientific Outlook on Development, correctly handle the relationship between reform, development and stability, and actively and steadily reform the distribution system.
Nine, the school district staff and teaching teachers assessment methods
The assessment methods of school district participants are the same as those of central primary school teachers, but due to the different nature of their work, the assessment standards should be appropriately lowered; Evaluation of participants in teaching points
The method is consistent with the assessment method of central primary school teachers, but due to the management of teaching points and other reasons, the total incentive performance salary should be appropriately lower than that of central primary school teachers of the same grade.
Ten, the "program" interpretation right belongs to the central primary school "performance wage distribution and implementation work leading group".