Primary and secondary school teachers' performance appraisal scheme (I) According to the spirit of "xx Compulsory Education School Teachers' Performance Appraisal Implementation Scheme" and "Opinions on Strengthening Establishment Management and Post Setting in Primary and Secondary Schools", in order to establish a comprehensive and scientific teacher performance appraisal system, correctly evaluate teachers' political thoughts, make them play their roles and achieve the purpose of mobilizing teachers' enthusiasm, initiative and creativity, this scheme is formulated as follows:
I. Guiding ideology
Guided by the important thought of xx, with the improvement of teachers' quality as the core, we should establish a performance appraisal system to comprehensively assess the morality, ability, diligence and achievements of teachers and staff, and fully mobilize the enthusiasm, initiative and creativity of educators.
Second, the basic principles
Adhere to the principle of giving priority to morality and paying attention to reality, the principle of encouraging advanced development, the principle of objectivity, fairness and simplicity.
III. Scope and target of assessment
In accordance with the provisions of the state, the official staff of compulsory education schools that implement the post performance pay system in public institutions after xx years.
Fourth, the assessment time
1, monthly target assessment at the end of each month.
2, combined with the annual assessment of the first semester (around the end of xx every year).
The second semester will be held at the end of each academic year (before the end of xx).
Verb (abbreviation for verb) evaluates the content
1. The main contents of teachers' performance appraisal: political performance and teachers' moral cultivation; Subject education and teaching; Education, scientific research and professional development; Participate in school activities and attendance assessment.
2. The main contents of the performance appraisal of the head teacher: political performance and teachers' morality performance; Class management and student education; Organize various activities; Cooperate with teachers and other aspects for assessment.
3. The main contents of performance appraisal of managers: political and ideological performance, professional ethics and ability; Fulfill education laws and regulations, and fulfill the post responsibilities stipulated by the school; In their own work, constantly learn the fruits of innovation; The actual role played in the work; And evaluate the quality and efficiency of all the work completed.
4. The main content of performance appraisal for workers and technicians: performance appraisal according to the completion of my work tasks at school.
Sixth, the assessment method
1, according to the workload of teachers after accounting, the monthly assessment adopts a combination of qualitative and quantitative methods, and combines the monthly work inspection evaluation grades to evaluate four grades: excellent, good, qualified and unqualified. (See attached table for specific assessment indicators)
2, semester and school year assessment, according to the monthly assessment level of teachers; Teachers' self-evaluation, mutual evaluation, school evaluation and appropriate listening to the opinions of students, parents and communities; Grade evaluation is carried out by combining the evaluation of educational and teaching achievements. The evaluation is divided into four grades: excellent, good, qualified and unqualified. (See attached table for specific assessment indicators)
3. Performance appraisal is inclined to key teachers and teachers who have made outstanding achievements.
4. In any of the following circumstances, the assessment result is unqualified: engaged in paid tutoring, causing adverse consequences; Damage to the interests of students, resulting in serious consequences; Expressing demands in an illegal way, which interferes with the normal education and teaching order; Casualties caused by work mistakes or serious losses of school property; Violation of the "Eight Prohibitions on Teachers' Teaching Behavior in xx District", resulting in adverse effects and consequences; Subject to administrative punishment, within xx, violating laws and regulations.
Seven, organization and management
Established according to the requirements of superiors: the principal is the leader, the secretary is the deputy leader, and the leading group is composed of the chairman of the trade union, the director of education and teaching, and the teachers' representatives. Among them, teachers' representatives will be democratically recommended from teachers (once every academic year).
Viii. Application of evaluation results
Performance appraisal results are the main basis for the implementation of performance work. Teachers whose assessment results are more than qualified shall be given corresponding incentive performance pay according to the assessment results. At the same time, the assessment results also serve as an important basis for job appointment, job promotion, training and recognition and reward. If the teaching staff have different opinions on the assessment results, they can make representations to the school assessment leading group and the school authorities through normal channels.
Description of Xx primary school education and teaching post setting: the scale of our school is xx classes, and the level of parallel classes is xx every year.
Therefore, the post settings are as follows: school-level cadres: 2 middle-level cadres: 2 class teachers: grade leaders of each class 1 name: because there are less than xx parallel classes, there is no standard for grade leaders, and the work of grade leaders is undertaken by the director. Head of teaching and research group: there are 1 head of Chinese teaching and research group and 1 head of mathematics teaching and research group. Lesson preparation team leader: 3 Chinese and math lesson preparation team leaders, English lesson preparation team leader 1, sports team leader 1, comprehensive group lesson preparation team leader 1, and trade union chairmen and brigade counselors enjoy the treatment of lesson preparation team leaders.
Note: For the monthly target assessment of teachers, please refer to xx Primary School Teachers' Monthly Target Assessment and Evaluation Form. The assessment of the class teacher refers to the "Performance Assessment Index Standard for Class Teachers in Compulsory Education Schools". See "Performance Appraisal Index Standard for Administrative Staff in Compulsory Education Schools" for the assessment of management personnel. The assessment of the teaching and research team leader shall be carried out with reference to the Measures for Performance Assessment of Teaching and Research Team Leaders in Compulsory Education Schools. The assessment of the lesson preparation team leader shall be carried out with reference to the Measures for Performance Assessment of the Lesson Preparation Team Leader in Compulsory Education Schools. The assessment of teachers' semesters and academic years shall refer to the Assessment Criteria for Semesters and Academic Years of xx Primary School Teachers.
1, love the motherland, love the people, support the leadership of xx, support socialism, establish Scientific Outlook on Development and adhere to the core values of socialism.
2. Abide by the law and teach according to law.
3, fully implement the education policy of xx. Implement the requirements of quality education.
4, love education, earnestly perform the duties of teachers, rigorous scholarship, and actively participate in education and teaching activities.
5. Be a teacher, be noble-minded, love your job and be a ladder.
6, unity and cooperation, with a sense of the overall situation, good at listening to different opinions.
7. Care and care for every student and care for their physical and mental health. Protect students' safety and safeguard their rights and interests. Feedback from students, parents and society is good.
8. Be honest in teaching, know the shame of glory and glory, and consciously resist the influence of unhealthy trends such as utilitarianism and money worship. No paid tutoring.
9. Abide by the school rules and regulations.
10, if the violation of school rules and discipline causes social impact, the teacher's morality award, monthly assessment award or semester and school year assessment shall be deducted as appropriate, and the serious consequences shall be handled according to the requirements of the superior.
Performance appraisal scheme for primary and secondary school teachers (II) This scheme (for trial implementation) is formulated in accordance with the spirit of the relevant documents of the higher authorities, in order to implement the performance salary distribution policy for teachers, safeguard the interests of the majority of teaching staff, stabilize the ranks of teachers at the grass-roots level, and stimulate the enthusiasm of educators in teaching and educating people.
I. Guiding ideology
Guided by the thorough implementation of Scientific Outlook on Development, aiming at promoting the sustainable and balanced development of compulsory education, and aiming at enhancing the enthusiasm of teachers for their dedication to their posts, we will establish and improve an evaluation system for schools and staff that conforms to educational laws, is conducive to teachers' growth, is scientific in setting up and has a perfect evaluation system, comprehensively improves the overall level of running schools, and strives to run compulsory education that is satisfactory to the people.
Second, set up an organization
Establish a leading group for performance appraisal of teachers in xx Central School;
Team leader: xx.
Deputy leader: xx.
Team member: xx.
Third, the implementation objectives
On-the-job personnel in primary and secondary schools
Retired, retired and resigned personnel are given living allowances. Among them, the standard of living allowance for retirees is determined by the county personnel and financial departments and paid monthly; Retirees are determined according to 70% of the standard for retirees of the same rank; Retired teachers shall be executed at 70% of the average increase of performance pay of on-the-job personnel.
Fourth, the evaluation principle
1, classified management, differentiated treatment. Because the situation in primary and secondary schools is very different, it is not convenient for centralized and unified management. The school is divided into four levels: No.2 Middle School, No.3 Primary School, No.5 Village and No.5 Teaching Point. Similar schools should, through the principle of consensus, formulate basic unified standards as far as possible.
2. Give priority to efficiency and give consideration to fairness. It is necessary to embody the principle of more work and more pay, and on this basis, it is not appropriate to take care of teachers.
3. Encourage advanced and pay attention to performance. Establish an assessment system, improve the assessment content, and implement a one-vote veto on teachers' morality, safety work, and rural management application of the unit, paying special attention to the actual performance and work contribution of teachers in performing their duties.
4, guide drive, lever adjustment. The distribution of performance salary assessment should be tilted to the front line, to reflective teachers, to innovative team members who are good at management, especially to team members, teaching and research leaders, class teachers and classroom teachers who have made outstanding contributions to school-running characteristics such as charming moral education and efficient classroom.
5, objective and fair, easy to operate. Insist on seeking truth from facts, democracy and openness; Standardized procedures, fairness and justice; Simple and easy to operate, which is beneficial to operation.
V distribution of performance pay
1. central school award fund: an award fund of about xx yuan will be set up every semester to reward attractive moral education, efficient classrooms and various township sex education and teaching activities.
2. Performance pay for principals of primary and secondary schools: the principals of teaching points, village primary schools and five major schools (including office staff of the central school) shall set up funds according to the actual per capita level of xx township 1, 1, 1, 2, 1 and 3 respectively, and the central school shall uniformly organize special assessment for the above personnel.
3, after removing the above two pieces, the central school according to the number of teachers in each school, combined with the number of teachers and the per capita level of xx township, etc. , assigned to each school as a class teacher (including managers), attendance, workload or overtime, education and teaching process and achievements and other rewards and subsidies.
Six, the implementation of incentive performance pay
1, incentive performance pay is set as bonus items such as class teacher (including managers) allowance, attendance allowance, workload (overtime) allowance, teaching process and achievements. Specific items and standards are determined by the classification of schools under the guidance of the central school.
2. The allowance for the head teacher shall be determined through consultation by similar schools according to the school-running level and actual operation.
3. The performance-based salary distribution of faculty and staff is based on the results of performance appraisal. Add up the job evaluation scores of each faculty member to get the sum of the job performance evaluation scores of the faculty members. Divide the total performance salary of the whole school by the sum of the performance appraisal scores of the whole school to get a score. This score multiplied by the performance appraisal score of the faculty and staff is the performance salary that the faculty and staff deserve.
The calculation formula is:
Employee's personal performance salary = total performance subsidy of the whole school ÷ total score of performance appraisal of the whole school × total score of employee's personal performance appraisal.
4. Incentive performance pay is divided into the first half of the year (1-June) and the second half of the year (7-65438+February), which is checked by the county education bureau and reported to the county finance bureau for entry into the teacher's personal salary card.
5. The performance salary of the principals of primary and secondary schools and the office staff of the central school is determined by the central school according to its performance appraisal results.
Other management personnel shall be standardized by primary and secondary schools, and shall be assessed and implemented.
Seven, performance appraisal methods
1, attendance. Mainly assess the attendance of faculty and staff. Sick leave and personal leave will be deducted, and negative points will not be calculated until this score is deducted. Holidays such as weddings, funerals and maternity leave shall be implemented in accordance with relevant regulations. The assessment basis is the attendance record of the school (unit).
2. Workload. Quantify the weekly workload of all positions in the school. Add up the weekly workload of all faculty and staff to get the total weekly workload of all positions in the school, and then divide it by the total number of faculty and staff in the school to get the per capita weekly workload of faculty and staff in the school. The workload score of faculty is divided by the actual workload of faculty per week, and then multiplied by the workload. The calculation formula is:
The weekly workload of each faculty member = the total weekly workload of each post in the school/the total number of faculty members.
Teachers' workload score = teachers' actual workload per week ÷ teachers' per capita workload per week × score.
Schools should reasonably match the weekly workload of faculty and staff, and try to achieve a balanced weekly workload of faculty and staff.
3. Education and teaching process. Mainly assess the post responsibilities and safety management responsibilities, work attitude and sense of responsibility of faculty and staff in the process of education and teaching. Full-time teachers focus on the implementation of regular teaching such as preparing lessons, teaching, approving classes, helping classes, and taking part in teaching and research activities. It is necessary to guide teachers to carry out teaching work in peacetime, actively participate in teaching and research activities, improve classroom teaching efficiency, and fully implement quality education.
4. Educational and teaching achievements. Mainly assess the completion of the task objectives of the department and the actual effect of the work. Full-time teachers with other social work properties, according to the part-time situation, the assessment score is divided into teaching score and part-time score according to a certain proportion, and the score is calculated by sub-assessment.
5. In terms of teachers' morality and style, those who violate the "Teachers Law", "Professional Ethics of Primary and Secondary School Teachers" and other relevant provisions cannot be dealt with by the organization, and the performance appraisal score will be deducted as appropriate. Anyone who is punished by informed criticism, warning, demerit recording, serious demerit recording, demotion, dismissal or dismissal during the semester will be deducted from the performance appraisal score by 20%, 30%, 50%, 60%, 70%, 80% and 100% respectively.
6. In any of the following circumstances, the performance appraisal will be 0, and you will not participate in the bonus performance salary distribution:
(1) The cumulative absenteeism reached 5 class hours this semester, and the cumulative sick leave exceeded 2 months;
(2) not in the current education and teaching position;
(3) Full-time academic study approved by the organization;
(4) Major safety accidents on campus due to dereliction of duty;
(five) other acts that seriously damage the image and reputation of education;
All primary and secondary schools should formulate practical quantitative assessment rules, standardize school-running behavior and establish a good image in light of the actual situation of their own units.
Eight, organize the implementation
1, all primary and secondary schools should improve the specific evaluation scheme (detailed rules) according to the above evaluation guidance, and the evaluation scheme (detailed rules) must be discussed and passed by the staff congress or the faculty plenary meeting (more than half of the participants agree). The appraisal scheme (detailed rules) shall not be changed once it is passed by the workers' congress or the workers' plenary meeting. If the scheme (detailed rules) is found to have obvious loopholes or unfairness in operation, the revision will still go through the above procedures.
2. The whole process of evaluation should be open and transparent, and be subject to the supervision and inquiry of the teaching staff at any time. After the quantitative assessment results are published, they should be publicized in our school, and the publicity period should not be less than 3 days. If you have any comments, you should check them in time. If the assessment score is wrong, the assessment score must be re-determined. If the assessment score is low, you should feedback the assessment results to me in time and tell me that I can review and appeal within the prescribed time limit. All responsible departments should strictly implement the regulations and conscientiously do a good job in reviewing and responding to appeals.
3, all primary and secondary schools should set up a leading group for performance appraisal of teaching staff, responsible for the organization, guidance, supervision, coordination and management of performance pay assessment and distribution. The working organization consists of 3-9 school leaders and employee representatives, with the principal as the team leader, and the employee representatives in the assessment team members shall not be less than one third. The members of the evaluation team can be nominated by the school administrative meeting or democratically elected, and produced by the way of the faculty meeting or the teachers' congress.
The members of the school evaluation team must strictly implement the evaluation regulations and conduct the evaluation realistically. If the assessment is not carried out according to the prescribed procedures, it shall be ordered to re-evaluate according to the prescribed procedures. Those who practice favoritism, take revenge or resort to deceit in the assessment will be dealt with severely.
Nine. Disciplinary requirements
1, after the implementation of these measures, all primary and secondary schools are not allowed to issue subsidies by themselves in other names, occupy public funds of schools and project funds to issue subsidies, collect fees illegally, raise funds indiscriminately, apportion subsidies indiscriminately, or use other school income to issue subsidies privately in violation of the provisions of the two lines of revenue and expenditure.
2. The central school will incorporate the distribution of performance pay assessment into the assessment content of each school's annual tasks and objectives, and further strengthen the supervision and management of this work. The central school will organize relevant personnel to supervise the performance pay assessment and distribution of each school.
3. Anyone who violates relevant disciplines and regulations, once verified, will be investigated for the responsibility of the principal, the principal in charge and the financial personnel in strict accordance with organizational procedures.