In the past, many schools recruited substitute teachers extensively, however, as substitute teachers often had a higher workload than full-time teachers, but were paid relatively low, fewer and fewer people were willing to pursue this profession. As a result, many schools have turned to a contract approach to recruiting teachers.
With the continuous progress of social economy, China's employment system is becoming more and more perfect. **In order to attract more talented people to join the education career, the traditional practice of recruiting substitute teachers has been gradually abandoned, and the recruitment model of private enterprises has been borrowed from the recruitment model of private enterprises, and teachers are recruited through a contract system.
This model, which emphasizes "equal pay for equal work" and the provision of "five social insurances and one housing fund", seems to be no different from the treatment of full-time teachers on the surface. For example, in Kunming's annual recruitment of public teachers, the number of contract teachers even exceeds that of full-time teachers.
The announcement clearly stated that "equal pay for equal work with current teachers" made many people mistakenly believe that the salary and benefits of contract teachers are the same as those of current teachers, and thus questioned the necessity of applying for career establishment.
In fact, however, there are significant differences between contract teachers and full-time teachers
Contract Duration and Stability: Contract teachers are usually hired on a fixed-term basis, and leaving the company for less than the minimum service period may result in liability for breach of contract.
Under normal circumstances, these contract workers can work for the rest of their lives if they do not voluntarily resign. But they are still at risk of being fired, and now that the number of students is decreasing every year, there may be a day when the school will not need so many teachers, and these contract staff may also be fired.
Salary differences: Although the initial salary of contract teachers may be the same as that of newly recruited teachers, current teachers have the opportunity to receive higher salaries and various subsidies with the promotion of seniority and professional titles.
In terms of welfare, most of the staff are higher than those of contract personnel, not only have a basic salary, pay five insurances and one housing fund every month, but also have a series of subsidies such as performance appraisal awards, urban civilization awards, year-end bonuses and so on.
"Five insurances and one housing fund" for contract teachers are often paid according to lower corporate standards. Teachers on the staff are paid according to the standards of public institutions and enjoy a higher proportion of social insurance.
There are even some places that only pay three insurances to contract teachers, and if they want to earn more money, they can only earn some hardship money by doing more work, being a class teacher, being on duty, and working overtime during holidays.
Different social status: Although the staff and the contract staff work in the same school, they are both teachers and do the same job, but there is a big difference in social status. School leaders are paying more attention to staff.
Parents are very reluctant to send their children to the class you teach, on the one hand, they are worried that you have not passed the teacher's exam, and they do not know how to do it, and doubt whether you can teach students well, and on the other hand, they are afraid that you will run away after teaching for a few days, and the child's education will be greatly affected.
Pension calculation: The pension of a full-time teacher is usually calculated based on the salary and length of service at the time of retirement, and is paid by the financial allocation, which is relatively high. The pension of contract teachers is calculated on the basis of individual social security contributions, which is usually low.
Title promotion and career development: Teachers with a staff can stay up for many years or take the title promotion route, and have the opportunity to achieve career promotion and development through the title review, improve their salary and benefits step by step, and even take the administrative route step by step to the principal. For contract staff, there is basically little room for development as a substitute teacher.
Therefore, it is not difficult to see that although contract teachers seem to be in a state of "equal pay for equal work" with full-time teachers in some aspects, there are still obvious differences between the two in terms of long-term career development and benefits.
Therefore, it is crucial for those considering a career in education to understand these differences.