Keywords:: the construction of part-time teachers in grass-roots RTVU
The quality of education and teaching is the lifeline and eternal theme of education development. In recent years, with the acceleration of the development of RTVU education, the enrollment scale of grass-roots RTVU has been expanding, which puts forward new requirements for the management of teachers. Building a high-quality and efficient teaching staff is a problem that must be solved by grass-roots TV universities. Compared with ordinary universities, the adult education teachers in RTVU, especially in grass-roots RTVU, are still weak in quantity, quality and professionalism. Based on the current situation of the teaching staff of Chongming Radio and TV University where the author works, this paper analyzes the problems existing in the management of the teaching staff of grass-roots radio and TV universities, and puts forward some feasible suggestions for the management of the teaching staff of grass-roots radio and TV universities from various angles.
First, the importance and urgency of strengthening the management of teachers in grass-roots RTVU
1. Strengthening the management of teachers in grass-roots RTVU is the need to correctly grasp the responsibility and mission of distance education in the new period and improve the teaching quality of adult education.
RTVU education has always revolved around the concept and purpose of "all for learners, all for learners", which requires us to guide, strengthen and improve the management of teachers. At present, China's distance education system has repeatedly stressed the need to strengthen and attach importance to connotation construction and teaching, so it is particularly important to establish a team of teachers with high teaching level and scientific research ability and reasonable structural level.
2. Strengthening the management of teachers in grass-roots RTVU is the need to grasp the law of education, standardize the daily work management of the school and implement sustainable development.
Teachers are the main body of running schools, and their quality directly determines the quality of education. At the same time, the management of teachers is also a routine work of school management. Teachers' own political literacy, professional quality, teaching effect and innovation ability are all related to teachers' quality. Only by doing a good job in the construction of teaching staff can grass-roots TV universities gain a firm foothold in the development process, achieve better economic and social benefits, and achieve further development.
3. The management of teachers in grass-roots RTVU is the need to seize the good opportunity period of educational development, enhance the competitiveness of the school and build the school brand.
Nowadays, with the concept of "learning society" and lifelong education put forward, adult education has been paid more and more attention by the society. Especially in the current trend of developing to community colleges and open universities, and under the concept of inclusive education, RTVU education is increasingly developing to a mature foreign school-running model. We should seize this opportunity, shape the brand and image of the school, and ensure the internal motivation of sustainable development.
Second, the analysis of the current situation of teacher management in grass-roots RTVU.
Due to the laws and characteristics of RTVU education and teaching, a common problem in the construction of grass-roots RTVU teachers is that the number of on-the-job full-time teachers is small, and the discipline level, level and structure can not meet the needs of the rapid development of RTVU. However, grass-roots TV universities can give full play to the advantages of autonomy in running schools, and establish a flexible full-time and part-time employment mechanism by selecting teachers outside the school and by means of incentives and constraints. However, there are also some problems in the development of grass-roots RTVU, which are analyzed in combination with the reality of Chongming RTVU.
Chongming Radio and TV University now has seven open education undergraduate majors: accounting, administration, business administration, law, modern clerk, logistics management, information management and public enterprise management. Six majors and an administrative through train. The total number of students in the school is about 4,000, including full-time teachers 16 and external part-time teachers 1 10. The basic situation of its teaching staff is as follows:
1, number of teachers
School full-time teachers 16, external part-time teachers 1 10. In proportion, full-time and part-time teachers are not harmonious, and part-time teachers undertake the main teaching tasks, although the school planning emphasizes team building, that is, focusing on introduction and improvement. However, the existing situation has formed a situation of relying too much on part-time teachers in teaching.
2. Teacher's educational background structure and professional title structure.
Among the full-time teachers, 4 have master's degrees, 4 have associate senior titles, 44 have part-time teachers with master's degrees or above, 35 have associate senior titles or above, and the rest have intermediate titles. From the perspective of academic structure and professional title structure, external part-time teachers generally have the level and ability to undertake professional curriculum education and teaching, while the professional title of full-time teachers needs to be improved.
3. Teachers' age structure and professional structure.
Combined with the existing data of the school, it can be concluded that from the age structure, the middle-level strength of the teaching staff is mainly middle-aged and elderly teachers, and the proportion of young teachers is low. It can be seen from the existing specialties of the school that the distribution of teachers' specialties is not strong. Among full-time teachers, public teachers account for the majority, while the number of professional teachers is relatively small. Part-time teachers are very professional, but many teachers are related disciplines. In addition, some teachers failed to obtain the qualification certificate of college teachers.
Thirdly, rationally analyze the problems existing in the management of teachers in grass-roots RTVU.
1, the number of full-time teachers is relatively insufficient, the stability of part-time teachers is poor, and the teacher structure is unreasonable.
The source of teachers in grass-roots RTVU is mainly composed of full-time teachers in our school, retired teachers in adult education institutions, young and middle-aged teachers in vocational colleges and graduate students in colleges and universities. Based on the nature of RTVU educational units and the development of RTVU, the number of full-time teachers is relatively weak, the stability of part-time teachers is poor and the turnover rate is high. According to the characteristics of RTVU education, the combination of full-time and part-time teaching staff is adopted. This management measure of using full-time and part-time teachers at the same time is an inevitable measure to meet the teaching needs and reduce the future education cost. However, it is not difficult to see that part-time teachers undertake the main education and teaching work, thus forming a situation of relying too much on part-time teachers in teaching. However, there is a temporary employment relationship between part-time teachers and grass-roots TV universities, so there will be some difficulties in the management of teachers.
2. The selection criteria for teachers are vague, and the appointment of teachers is not institutionalized and standardized.
The source composition of the teachers' team in grass-roots RTVU leads to the defects in the structure of the teachers' team. With the rapid development of school scale and the increase of school specialties, the existing full-time teachers can no longer meet the needs of school development. It is necessary to hire a large number of part-time teachers to meet the needs of teaching growth. Due to the limitations of grass-roots TV universities, such as being located in remote urban areas, and financial and transportation constraints, it is difficult to hire excellent teachers in full. However, in the process of selecting external teachers, we can follow certain standards and implement the teacher access system. The selected teachers must meet the basic requirements such as academic qualifications, professional knowledge and sense of responsibility, and must also meet the requirements of being familiar with the teaching characteristics of adult education and obtaining the qualification certificate of teachers in colleges and universities, so as to standardize the various systems of teacher employment.
3. The teacher training mechanism is not perfect and the training channels are narrow.
The management of college teachers' human resources is inseparable from the development of teachers' human resources. Talents are not born and need to be cultivated continuously. For adult colleges and universities, after the completion of talent selection and recruitment, we should not only consider the use, but also consider the training. In the process of the rapid development of RTVU education, we must actively introduce urgently needed talents, but at the same time, we must organically combine the existing talent training and talent introduction, and truly handle the relationship between the existing talent training and talent introduction. The current situation is that the training channels for teachers in grass-roots TV universities are narrow. The main ways to train teachers in grass-roots TV universities are: first, to participate in the professional skills training of the general school; Second, receive on-the-job academic education; Third, visit universities at home and abroad for further study; Fourth, "pass, help and lead" among school teachers. Although RTVU at the grass-roots level recognizes the importance of teacher training and has done a lot of work, it still needs to strengthen teacher training and improve the teacher training system.
4. Teachers' job responsibilities are not clear, and teaching monitoring is not in place.
The education system of RTVU is different from ordinary higher education and has its inherent particularity. However, in the process of teaching, the teachers of grass-roots RTVU must follow the basic responsibilities of teachers and complete the teaching tasks. Teachers' job responsibilities should be clearly defined, effectively supervised and fed back. Education without effective supervision mechanism is education without quality. Assessment indicators such as teacher preparation, lesson plan design, classroom teaching, online and offline counseling must be detailed and specific. However, these tasks need to consume a lot of energy, or because the management understanding is not in place, and there is no clear and specific teacher post rules and management system to measure and standardize. Therefore, the whole teaching process has no specific measures such as evaluation, feedback, control and adjustment, and only stays in the stage of problem understanding.
5. The teaching process has not been effectively carried out, and teachers' professional development has encountered a "bottleneck".
Compared with traditional education, modern distance education has broken the restrictions of time, space and age, and implemented the student-centered educational concept. As a part of distance education, RTVU education implements a three-dimensional interactive teaching mode of learning guidance-self-study-aid, which is centered on learners' autonomous learning, based on the guidance of educators and supported by various media resources and means. However, under the current actual situation, classroom teaching is still an important organizational form of RTVU education, but the reality is that the attendance rate of students in class has not been effectively improved and guaranteed, and the teaching plan cannot be carried out effectively. The development of normal teaching is a means of teachers' professional development, and it can also achieve the goal of teaching and learning, so teachers' professional development is constrained and influenced.
6. The incentive mechanism is not perfect, and the enthusiasm of teachers has not been effectively brought into play.
Teachers' work is creative. As a group, teachers' work motivation has its particularity. The existing incentive mechanism mainly calculates the workload and pays the class fee according to the class hours of face-to-face tutoring. There are differences in class fees between full-time and part-time teachers, and the phenomenon of equal pay for equal work in public courses and professional courses. This has caused the phenomenon that there is little difference between the degree of work and the degree of work. The design of teachers' salary system mostly follows the old salary distribution system, and the income is not well linked with the actual work performance. Over time, it not only dampened the enthusiasm of hard-working people, but also failed to have many excellent part-time teachers at the same time. How to improve their sense of belonging and stimulate their work potential is related to the teaching quality of the school. In addition to material incentives, we should also consider measures such as spiritual incentives and career development.
Fourthly, suggestions on standardizing the management of teachers in grass-roots RTVU.
Various problems in the development of grass-roots TV universities are not one-sided and isolated, but involve a whole and overall situation. The solution of specific things can't drive the solution of all problems. If you only focus on one thing at a time, it is often difficult to get a fundamental solution. Therefore, we should consider from the middle level to promote team building through system construction. With the guarantee of the system, the solution of specific things can be scientific, reasonable and standardized.
1, on the basis of job analysis, make a long-term plan for the construction of the teaching staff to ensure the stability of the teaching staff.
According to the characteristics of the source of teachers in grass-roots TV universities, we should pay attention to the combination of introduction and training in the construction of full-time teachers in our school, focusing on training. On the other hand, we should do a good job in hiring part-time teachers. These two aspects of work need to be based on the speed and scale of school development and the setting and replacement of majors. On the basis of this fact analysis, it is necessary to analyze whether it conforms to teaching work and make long-term plans for teachers. The acquisition, motivation and control of teachers are the key points to consider. At the same time, various means and methods should be adopted to enhance teachers' sense of belonging and ensure the stability of teachers.
2. Establish the "access system" for teachers, clarify the selection criteria for teachers, and make the recruitment of teachers institutionalized and standardized.
In accordance with the principles of openness, fairness and justice, open recruitment, certificates and competition are implemented. Classifying teachers, establishing teachers' files and carrying out post appointment are fundamental to arouse the enthusiasm and creativity of talents and give full play to people's greatest motivation. In order to ensure the quality of teachers, it is necessary to establish and improve the appointment system of teachers, so as to realize the institutionalization and standardization of teacher recruitment. Before appointment, teachers' academic qualifications, professional titles, teachers' qualifications and teaching ability should be comprehensively investigated. In the process of appointment, we should follow the principle of stability of practical universities. On the basis of post appointment, formulate strict appointment procedures. In the selection process, it is necessary to clarify the rights and obligations, responsibilities and treatment of teachers. They should be familiar with the characteristics and processes of adult education in RTVU, guide and train them to skillfully use office equipment, implement an assessment system, and establish a reasonable exit mechanism after taking office. So as to reduce the randomness and blindness of teacher appointment and establish an efficient teaching team.
3. Improve the teacher training system and promote the all-round development of teachers.
The construction of teaching staff in RTVU education system not only lies in the introduction, but also attaches importance to the cultivation and development of existing personnel. Effective training for in-service teachers has become the key to improve teachers' quality and level. Training can not only improve teachers' quality and ability, but also improve their work motivation and attitude. First of all, we must guarantee it from the system. The rights, obligations, time, conditions and funds of on-the-job training for in-service teachers are clearly defined, and the content and focus of training are also specified, providing institutional guarantee. Secondly, we should enrich the training forms, that is, pay attention to off-campus training and school-based training. The effectiveness of training can be improved by visiting universities at home and abroad, on-the-job academic education, attending high-level academic annual meetings of various majors, and training new teachers in schools. Third, training funds should be guaranteed. In teacher training, funding guarantee is the key. Schools should increase investment in teacher training and set up special funds for teacher training. Fourthly, the process and effect of teacher training should be monitored and encouraged. In the process of training, it is necessary to effectively monitor the training effect, implement phased rewards and final rewards, and improve teachers' enthusiasm.
4. Clarify the responsibilities of teaching posts and strengthen the monitoring of teaching process.
On the premise of following the educational law, the education system of RTVU has its unique teaching characteristics different from ordinary higher education. While ensuring the quality of face-to-face teaching, teachers should also consider how to take into account those students who have conflicts between work and study. Therefore, it is necessary to clarify the post responsibilities of teachers in the system and the specific work and steps that teachers should complete at different stages of the semester. In the teaching process, we should also provide some monitoring means and measures for preparing lessons, attending lectures, evaluating classes and tutoring after class. Establish a multi-angle and multi-directional evaluation and feedback system to ensure it. Unsupervised teaching process is difficult to connect with high-quality teaching effect.
5. Improve classroom attendance and promote teachers' professional development.
The low classroom attendance has become a bottleneck restricting the development of RTVU teaching, which not only affects the normal operation of classroom order, but also is not conducive to the improvement of teaching quality and teachers' professional development. How to effectively attract students to normal classroom teaching, the author thinks that we should combine the characteristics of RTVU system education from the following aspects. First, mobilize ideologically and establish a correct learning attitude. Grass-roots TV universities should make full use of information platforms such as opening ceremony and school website, increase publicity, make clear the importance of classroom teaching, do a good job in mobilizing students, and especially play the role of class cadres in improving classroom attendance. Second, teachers should carefully prepare lessons, pay attention to the artistry of teaching while ensuring the completion of teaching tasks, and exert the charm of teachers to attract students. Pay special attention to the first cause effect of the teacher's impression on the students in the first class. Third, teachers should pay attention to strengthening communication with student cadres and class teachers. It is necessary to analyze the composition of students, communicate with the class teacher in time, and attach importance to the important role of the class teacher in student mobilization. Fourth, establish and clarify the management system of combining leniency with severity. Although classroom teaching is only an integral part of adult education in RTVU, the implementation of clear rules and regulations will help improve classroom attendance. For example, it is stipulated that degree winners must ensure a certain attendance rate in class, and various forms of scholarship winners have rigid rules on attendance rate, and strictly implement the scoring requirements of usual grades, and so on.
6. Improve the incentive mechanism to improve teachers' job satisfaction.
Scientific teacher incentive mechanism can effectively improve teachers' work performance and school education quality. In the process of development, grass-roots TV universities should strengthen internal management, establish a scientific incentive mechanism conducive to the cultivation and use of talents, and fully mobilize the enthusiasm of teachers. The author thinks that we should mainly start from two aspects. First, deepen the reform of the distribution system and establish a scientific and reasonable salary system. As university administrators, we should fully realize the multiplicity and complexity of teachers' needs, and admit that teachers, as compound workers, play a role and position in the development of the school and should enjoy higher treatment. Secondly, go deep into reality, understand teachers' incentive needs, and improve the incentive effect and teachers' satisfaction.
References:
[1] Guo Jiawei. The tasks and countermeasures of China RTVU education [J]. China Distance Education, 200 1, (12).
[2] Hao Xiaolin. The relationship between the construction of grass-roots teachers and the quality assurance system of open education [J]. Journal of Fujian Radio and TV University, 2006, (1).
[3] Pan Rongliang. Exploration and practice on the construction of part-time teachers in grass-roots RTVU [J]. Modern Distance Education Research, 2007, (3).
[4] Hu. On the Construction of Teachers' Team in Basic RTVU [J]. Journal of Higher Correspondence Education, 2009, (5). □