First of all, talk about the problems existing in the evaluation process of senior professional titles.
First, the senior professional title index
Many netizens believe that the index of senior professional titles is fixed in proportion, and there is no problem in proportional accounting, but there is stress in the process of rounding. For example, if there are 156 teachers in a middle school, the advanced indicator should be 20% of the total number, that is, 3 1.2. At present, there are 28 teachers with senior titles, so the number of senior titles this year can be 3 or 4. Is it three or four people? Verified by the personnel bureau and determined by the school. I don't need to elaborate on the truth.
Second, the preparation of senior professional title materials
There are many materials to be prepared for senior titles, some of which have to be prepared several years in advance. For example, it is impossible to cram for the Buddha's feet in research. Project research is divided into school-based projects and general education projects. It takes a long time to evaluate senior professional titles, but it takes a long time to complete general education projects. In order to evaluate professional titles, some teachers usually use the certificate of school-based projects as relevant proof materials in order to muddle through.
In the process of evaluating senior professional titles, excellent certificates are also needed, and the process of teacher evaluation is also very particular. Many schools don't disclose the evaluation of teachers, and the principal basically has the final say. Some teachers are not very good at teaching, but they are on the verge of evaluating their professional titles. According to the democratic evaluation, no matter what, it can't be evaluated as excellent. However, because he is very close to the principal, the principal can recommend him as an excellent teacher to the higher education authorities for senior title evaluation, and the principal will also handle this matter in a low-key way, so that ordinary teachers don't know which teachers are rated as excellent teachers. Without the excellent teacher certificate since the post, it is impossible for teachers to evaluate senior titles, and there are still many problems that are not detailed.
Secondly, talk about the employment of senior titles.
At present, the school has no competitive recruitment system. Once a teacher is awarded a senior title, it means that he can sit back and relax, which means less workload and higher pay. A very common phenomenon is that after teachers are rated as senior titles, their workload is less. Some teachers leave the front line of education and teaching for various reasons, and many senior teachers are engaged in logistics work, which completely violates the original intention of evaluating senior titles. Teachers with senior professional titles should play a leading role in schools and are the main force of education and teaching, but the reality is just the opposite. The specific situation of each school is different, but on the whole, teachers with senior titles don't have much pursuit. In their own words, they just mix until retirement.
The mismatch between teachers' professional titles and posts is one of the main reasons for the great contradiction between teachers. The salary of teachers with senior professional titles is calculated according to their professional titles. Even if teachers with senior titles don't attend classes and go to the school to watch the door, their salaries are still paid according to professional and technical posts, while teachers who really work in senior posts are all first-class teachers or junior teachers, and their salaries are low, which is also an aspect that affects the development of education.
solution
In view of the problems existing in the evaluation and employment of teachers with senior professional titles, I think they can be solved from the following aspects.
The first is to make information open and transparent. Especially the evaluation conditions of senior titles, many teachers in the school don't know the evaluation conditions of senior titles, and the requirements may be different every year. School leaders should organize teachers to learn the evaluation conditions and requirements of senior professional titles, especially those who are dissatisfied with their professional titles, and strengthen their study. Otherwise, if there is a place and the relevant evaluation conditions are poor, it will be too late.
The second is to evaluate professional titles and positions. In the case that any position does not match the title, the salary should be based on the existing position plan, gradually standardize the system of matching the position with the title, and conduct regular assessment. For teachers who fail to pass the examination, teachers' technical titles can be lowered within the same level, so that teachers' professional titles can play their due incentive role.
Teachers' professional titles have long deviated from the original intention and evolved into the source of chaos. Teachers have to prepare some preparations unrelated to teaching in order to promote their professional titles; Some teachers compete for honor in order to meet the promotion conditions, and do not give in to each other; In order to promote professional titles, the vast majority of teachers unilaterally pursue teaching achievements and increase students' academic burden; Some teachers try to befriend their leaders at the expense of personal dignity in order to promote their professional titles. The world is bustling, all for profit; The world is bustling for profit. If there were no disparity in professional titles, there would be no such cigar smoke. The teacher title system makes equal pay for equal work a joke.
The highest pursuit of teachers should be to be able to evaluate senior titles. It doesn't matter if you can't be a principal, but senior titles can't be evaluated.
As an experienced person, I should have some little experience in solving the problem of evaluating and hiring senior professional titles, and I want to share it with you.
The evaluation of senior professional titles varies greatly from place to place, even in the same place, it was different before and now. Taking our city as an example, the evaluation of senior professional titles is influenced by external and internal factors.
Externally, the Education Bureau approves the number of senior positions for schools every year, which is generally divided into three grades: 5, 6 and 7. In addition to the total number of senior positions, it also approves the number of positions at each level. In other words, even if there are vacancies in grades 5 and 6, as long as there are no vacancies in grade 7, there will be no indicators this year. Without indicators, a teacher is not qualified to evaluate.
Some schools have many senior teachers, and there will be no senior indicators for several years, so they have to wait for teachers to retire naturally to make room. Some schools have fewer senior teachers, so there are places every year. The reality is that teachers can flow reasonably, and the flow of senior professional titles is the main reason for teachers' rotation.
Internally, teachers' evaluation of high level is nothing more than scoring from years of service, academic qualifications, teaching, education, teaching and research papers and so on. For example, taking undergraduate as an example, the length of service is five years after the intermediate level, teaching refers to at least one big cycle or two small cycles, education refers to being a class teacher for five years, at least two years after the intermediate level, or three years after the intermediate level, and the thesis refers to that at least one paper in this major is published in provincial periodicals and municipal level. Or published professional papers 1 in provincial journals, published 1 in municipal journals and won the second prize 1 above; * * * A total of 3 papers. You can basically kill 90% of teachers through papers.
Even if you break through five levels and cut off six generals, it is still difficult to be rated as advanced. For example: First, the Education Bureau has no quota for you this year, so stop here. If the Education Bureau gives the school seven grades, but four teachers meet the application conditions, then the above basic conditions are basically invalid. At this time, it is necessary for the Eight Immortals to show their abilities, especially in honor and other bonus items, such as excellent class teachers, excellent counselors, excellent teachers and March 8th Red. In terms of honor, kill 90% of teachers. As long as you destroy the other three, you win!
From the number of places approved by the Education Bureau to the two awards, it can be said that it is difficult for teachers to evaluate senior positions, but in the final analysis, local finance is weak. The number of places is released, and those who meet the basic conditions can be promoted to a higher level. That would be great.
It is impossible to change the professional title evaluation system, but it must be changed drastically and effectively. Teachers are guided by teachers' morality, teaching ability, teaching attitude and educational efficiency. Schools must return to the orientation of cultivating students, and teachers should set up assessment methods with the goal of cultivating students' all-round development in morality, intelligence, physique and beauty. There should be punitive measures to prevent corruption, personnel power manipulation and external interference. Review the basic level to the front line, give lectures and evaluate classes in key positions, and change them behind closed doors.
In the process of evaluating and hiring senior professional titles, the atmosphere of the school is complicated. Monks eat more and eat less, but what can they do?
In the process of evaluating and appointing teachers' senior professional titles, apart from the papers, classes and honorary certificates stipulated in those documents, the author thinks that the most unsatisfactory thing is that the standards are difficult to be unified.
The standards referred to by the author refer to participants at different levels in the same year.
I remember one year, I took part in the competition. At that time, there were seven Chinese teachers competing, only I was the first-line class teacher, and the others were leaders at or above the deputy school level. As a result, I was defeated. One of the main reasons is that my classroom teaching score is low. Naive, I really want to know what are the shortcomings in my class, and I am going to participate in the evaluation next year. So, I asked the relevant leaders ... haha laughed ... it was ridiculous to think about it.
Another year, a friend of mine took part in the evaluation. I didn't expect that only one Chinese teacher participated in the evaluation. As a result, it is conceivable that she was promoted to a senior title. Even she said she was lucky, hehe. ...
Of course, I don't lament my failure. I just feel that some inevitable factors make teachers feel unfair, and also make teachers feel that professional titles do not represent a person's ability, but are linked to income. This is the main reason that affects the educational mentality.
In the hospital, famous doctors treat intractable diseases, but there are more and more senior titles in the school, which are not taught in the front line. Even a few teachers who teach in the front line want to teach well-managed classes with excellent grades, while those backward classes are thrown to some young teachers for management. Undoubtedly, this has also greatly dampened the enthusiasm of young teachers.
Therefore, it is suggested that teachers with senior professional titles should bravely shoulder heavy burdens, manage the difficult classes in schools and actively participate in solving difficult events in education, so as to be worthy of their high salaries.
In the process of evaluating and hiring teachers' senior professional titles, some problems are easy to appear.
The evaluation and engagement of teachers' senior titles are separated in our place. In other words, evaluation and engagement are separated. How to divide it? "Evaluation" means "evaluation" and "employment" means "employment", and evaluation is the first step before employment.
How to comment?
Once upon a time, we were in charge of evaluating senior titles. Before the professional title evaluation every year, the documents in the province will be issued to the city, and the city will formulate the evaluation methods for senior professional titles of municipal teachers according to the spirit of the documents in the province and issue them to the county. The county professional title evaluation leading group will then formulate the detailed rules for the evaluation of teachers' professional titles in the county and distribute them to all county-owned schools and township education and sports offices.
In the past two years, the evaluation of professional titles has been decentralized, senior professional titles have been evaluated by the city, and junior and intermediate professional titles have been evaluated by the county.
Whether it is the evaluation of senior titles in the province or the city, the first step that the county does every year is to let the school fill out the form and report the title structure of its own teachers. How many advanced, intermediate and elementary levels are included; Who should be rated as advanced, who should be rated as intermediate and who should be rated as junior; Who should hire advanced, who should hire intermediate and so on. This matter is generally done by the personnel department of the county education and sports bureau and the technical department of the county people's social security bureau. After these statistics, the two schools worked out how many senior and intermediate participating indexes to give to this unit this year according to the number of teachers and the number of senior, middle and junior posts they should have. Of course, it is not a real indicator, because it is only participation. If you don't evaluate it, it's another matter.
Participants are produced by the grassroots.
Indicators are allocated to schools, which add things from their own schools according to the rules and regulations of the county. This step is error-prone. Schools generally have statistics on which teachers have what information, and the scores of what information are determined by the school. Whoever leans to whom, the material score will be high. It is ok to give 3 points or 5 points for excellent assessment every year. The promotion of professional titles is the most sensitive issue for teachers. A little carelessness will lead to conflicts between teachers and between teachers and leaders, which will have a negative impact on professional title evaluation and teaching. How to deal with this problem? The key is to be open, fair and just. At the same time as the evaluation team is established, a supervision team is established. The supervision team consists of the front desk, logistics, party member and the masses, with the secretary as the best team leader. All procedures are open, all materials are open, and all results are open. After the publicity, all the schools will report without objection.
Submit the entry materials.
Preparing the materials for the competition is a meticulous work, and there is turnover almost every year. In order to solve this problem, the school assigned a special person to explain the situation and assist participants in sorting out, printing materials, signing and stamping, and so on. Let teachers feel helpful when they are in trouble, happy when they work, believe in the collective and feel the warmth of the organization.
Judges don't have to run relationships.
The evaluation stage is the most restless stage for teachers. Sometimes they will be skeptical about the fairness of the evaluation process and think that there must be something fishy in it. Teachers used to think it would be easier to fall in love. Now? In order to avoid suspicion and further deal with this problem, city and county leaders have adopted the use of third-party evaluation, and the effect is really good.
How to recruit?
It is difficult for us to get employment here. Some have passed the examination for several years, but they just can't be hired. Why? No job! Some schools can't make up for it until the teachers with senior titles retire. In some schools, there are many young teachers and few experienced teachers. It will take two years before they can be hired and their salaries can be cashed. This is the fastest. Some teachers can't recruit for several years, and sometimes they complain that their work enthusiasm is not high. This question is explained by the leader! Anyway, it's a matter of local policy, and everyone is the same. Maybe the county leaders will try to solve this problem.
After senior recruitment
After years of hard work, I finally hired a senior title and my salary was cashed. Some teachers are very satisfied, without their original work motivation and passion, and feel that it is time to have a rest. Some people don't want to go to the podium and are transferred to the second line. In view of this problem, I suggest: what position what position, what treatment what position! In this way, intermediate and junior teachers will not have opinions. Only with a balanced mentality can we be calm, United and create a bright future for education!
thank you
As long as there are people, there is no solution, because the principal is the key factor in evaluating employment, isn't it? We can discuss it.
There will be:
First, those who have excellent teaching results are absent from class, and may lack some other information, such as various awards, thesis awards, and even high-quality class awards, because their minds are focused on grasping the results.
Second, the procedures in the evaluation and employment process are chaotic, and I don't know what to prepare and how to operate.
Third, the teaching age is up, but the teaching performance is lacking, and other aspects are fully prepared.
Fourth, everything else is ready, and the education is not enough. And so on may become obstacles to evaluating and hiring senior titles.
In short, all the relevant materials should be prepared before the evaluation. Both are indispensable.