Implementation plan of performance-based pay for college teachers (I) I. Guiding ideology
According to the spirit of the relevant documents on performance pay and the actual situation of the school, within the total amount of performance pay approved by the superior, we should focus on the implementation of appointment system and post management, safeguard the interests of faculty, build a scientific, reasonable, fair and just incentive mechanism, standardize the internal distribution method of the school, explore the establishment of a scientific and standardized distribution mechanism, give full play to the leverage of subsidies, and widen the gap in distribution according to responsibility and performance. It embodies the difference between doing and not doing, doing more and doing less, doing well and doing poorly, and encourages faculty to love their jobs, work hard, forge ahead, actively complete various tasks, and promote the sound and rapid development of education and teaching.
Second, the implementation object
The formal teaching staff of our school are working.
Third, the principle of distribution
1, adhere to the principle of "no pains, no gains, excellent performance and fair consideration", give subsidies according to the results of work performance evaluation (teachers' quantitative scores), appropriately widen the distribution distance, and tilt towards front-line teachers, backbone teachers and teachers with outstanding achievements. No matter what the reason, as long as there is no post performance appraisal result, you can't participate in incentive performance.
2. According to the scientific distribution of job responsibilities, assign corresponding titles nearby.
3. Adhere to the principle of "justice, fairness and openness", implement sunshine operation, and implement the distribution plan after it is passed by the teachers' congress or the teachers' congress. The school will assess ideological and political performance, work attitude, business ability, performance of duties and work performance. Once a month, the assessment is divided into four parts: morality, ability, diligence and achievement, with a total score of 65,438+000 (excluding addition and subtraction). After the assessment, it will be publicized in time to ensure the staff's right to know, participate and supervise.
4, the implementation of township planning, taking into account the actual principle of each school, the overall part of the appropriate tilt to the weak schools. Each village shall assess the nearest teachers with reference to this scheme.
Iv. evaluation procedures
1. At the end of each month, the school administrative organization guidance office and relevant personnel of the teaching and research group form an evaluation team. According to the evaluation rules and control process, comprehensive evaluation is carried out and quantitative scoring is carried out. Then publicize the evaluation results, and pay performance pay for one semester after no objection.
2. The central primary school organizes an evaluation team, and the principal of the center xx evaluates the vice principals of the village-level xx center and the principals of the villages under its jurisdiction. The teachers in Center xx shall be assessed by the vice president of teaching according to the scheme, and the small teachers in each village shall be assessed by the small principals in each village in the school district with reference to this performance appraisal scheme and in combination with their own reality. Formulate the detailed rules for the assessment of our school, quantitatively assess the teachers in our school, and then report the assessment results to the central primary school for review.
Five, the performance salary distribution method
1, 70% of the total performance salary will be credited to the salary account on a monthly basis according to the corresponding grade.
2. 30% of the total performance salary is arranged by the school as a whole and does not belong to any individual. The school quantifies the distribution according to the results of teachers' performance appraisal and the corresponding titles and responsibilities.
Anyone who violates the Teacher Law, the Professional Ethics Code for Primary and Secondary School Teachers and related documents, is punished by informed criticism, warning, demerit, dismissal by the competent department, or criminal punishment by the public security organ, does not participate in the evaluation and does not enjoy the full performance salary, and 70% is included in the total amount of the school.
3. 30% of the performance salary will be paid once every semester (i.e.1-settled at the end of June, and 7-65438+February). Among them, the assessment results of holiday 1 month and July are included in the package calculation of February last year and June of that year. 1 In July, all performance allowances were paid according to my own plan, and in February and August, all performance allowances were paid according to my own distribution.
4. All seconded personnel identified by the Education Bureau shall be paid in full after deducting the Education Bureau and the township planning part;
5. Special patients such as mental patients and cancer patients who can't go to work normally identified by hospitals at or above the county level shall be paid in full as a whole. On-the-job personnel are paid in full during the statutory leave period and work-related injury treatment period, and the basic performance salary is paid in full within one month of sick leave in one semester. If the sick leave has accumulated for more than one month, the basic performance xx will be deducted from the day when the personal leave is exceeded; if the sick leave has accumulated for more than two months (including two months) and more than six months, only the basic performance xx will be paid every month. If the sick leave lasts for one month or more, the incentive performance pay will be incorporated into the overall planning of the school and implemented according to the performance pay distribution method.
6. The head teacher's allowance is paid at one yuan per student per month, and less than xx people are paid at xx yuan per month. The allowance of the head teacher is calculated by five months per semester, quantified monthly according to the assessment rules of the head teacher, and accumulated at the end of the period.
7. The teaching and research team leader will pay xx yuan monthly post allowance, and the monthly post allowance for administrative personnel will be cancelled.
8. For those who are being put on file for review or suspended, the incentive performance salary during the suspension review period shall be stopped, and the basic performance shall be implemented according to Article xx.
Distribution mode of intransitive verbs
1, set aside from the total performance of all teachers' awards for the final teaching quality rewards and punishments, and deduct the allowance of the head teacher, the allowance of the head of the teaching and research group, the substitute fee and other related allowances from the total allowance every month, collectively referred to as the public * * * gold. At the end of the period, according to the corresponding ranks, the public bonus will be shared in a certain way, and the monthly performance salary of teachers will be calculated and paid according to the cumulative quantitative points.
2. According to the reality of our school, the workload of teachers this year is implemented according to relevant documents, and there is no overload.
3. The contents not covered in this scheme are determined by the evaluation team with reference to relevant clauses and documents in the specific quantification process.
Implementation scheme of performance pay for college teachers (II) In order to establish an internal distribution mechanism that meets the requirements of performance pay reform in public institutions and the actual situation of schools, more effectively mobilize the enthusiasm of faculty and staff, and promote the healthy and rapid development of schools and the overall improvement of the level of education and teaching, according to the Notice of Chengdu Human Resources and Social Security Bureau and Chengdu Finance Bureau on Forwarding the Implementation Opinions of Human Resources and Social Security Department of xx Province on Printing and Distributing Performance Pay for Other Institutions in xx Province (xx Social Security Bureau [XX] XXNo.)
I. Guiding ideology and principles
The implementation of performance pay, adhere to the guiding ideology of giving priority to efficiency, paying attention to fairness, paying according to work, rewarding the excellent and punishing the poor. The assessment work is transparent and fair, which strengthens the professionalism and sense of responsibility of the staff. Improve the efficiency of the whole school and enhance the vitality of the school.
(a) adhere to the principle of responsibility, right and benefit.
Employees' income is linked to job responsibilities, job performance and actual contribution.
(two) adhere to the principle of highlighting the front line and highlighting the key points.
The distribution is inclined to front-line and high-level talents and outstanding contributors, and the incentive mechanism is strengthened.
(three) adhere to the principle of living within our means and comprehensive balance.
According to the financial resources of the school, the performance salary standard is determined, so that the income of faculty and staff is linked to the development of the school, the quality of education and the benefit of running a school.
Second, the scope and time of implementation.
The implementation scope of performance pay is: faculty and staff in school and retirees who leave their posts.
The time for cashing performance pay shall be subject to the official notice of the municipal personnel department.
Third, the classification and proportion of performance pay.
Performance pay is divided into basic performance pay and incentive performance pay, each accounting for xx% of the total performance pay.
Fourth, the implementation measures
(1) basic performance pay.
Basic performance pay accounts for xx% of the total performance pay. The post coefficient of professional and technical personnel, managers and workers shall be implemented according to the current bonus coefficient standard of the school. The basic performance salary base is determined according to the financial situation of the school and reported to the higher authorities for record and approval.
Teaching staff should conscientiously perform their duties, complete all the work according to the basic workload stipulated by the school, and pay basic performance pay on a monthly basis.
(2) Incentive performance pay.
Incentive performance pay accounts for xx% of the total performance pay. It mainly includes overtime allowance, outstanding contribution award, annual assessment award, policy award, education and scientific research project award, class teacher allowance, communication fee, transportation fee, food fee, one-time award, etc. , and according to the staff performance appraisal results for distribution.
1, overtime allowance. Overtime allowance is paid to teachers who work overtime, teachers who work part-time, administrators who work part-time and teaching staff who work overtime. According to the "Chengdu Industrial Vocational and Technical School overload subsidy calculation and payment methods" implementation.
2. Outstanding contribution award. Give outstanding contributions to the departments or departments that have made outstanding contributions. Combined with the total salary of performance bonus, the school decides the payment standard and scope.
3, the faculty annual assessment awards. The staff and workers complete the annual objectives and tasks, and issue annual assessment awards after assessment. School-level cadres are assessed according to the requirements of the Municipal Education Bureau. Middle-level cadres are assessed according to the annual assessment method of middle-level cadres in xx school, and other teaching staff are comprehensively assessed according to the annual assessment method of teachers in xx school and the annual assessment method of non-teaching staff in xx school, and their salaries are calculated according to the assessment results. Combined with the total salary of performance bonus, the school will decide the payment standard.
4. Policy incentives. The school won various honorary titles at all levels of the country, province and city (district) and will be rewarded according to the policy.
5. Educational and scientific research project award. The departments or faculty members who have made outstanding achievements in educational and scientific research projects shall be awarded the educational and scientific research project award. According to the "xx School Education and Scientific Research Achievement Award" program.
6. Class teacher allowance. Teachers who work as class teachers plan to pay the allowance for class teachers. According to the "xx school teacher assessment methods" plan hair.
7. Communication expenses, transportation expenses and meals. Pay for communication, transportation and meals according to the needs of work. According to the existing regulations of the school.
8. One-time reward. A one-time reward other than the above-mentioned reward. The standard and scope of distribution are determined by school research.
Verb (abbreviation of verb) scheme implementation
This plan was discussed and approved by the school teachers' congress, and implemented after being reported to the higher authorities for record and approval.
The school formulates corresponding supporting implementation rules according to this plan.
Explanation of intransitive verb scheme
This scheme is explained by the school performance pay leading group office.