Since ancient times, education has been regarded as an important national affair. The selection of school leaders, as a key decision within the education system, is directly related to the development of schools and the quality of education. Recently, however, a senior teacher sharply criticized the selection process for school leaders, saying it was all a formality. Based on 30 years of teaching experience, this teacher is well aware of the drawbacks and problems of leadership selection. In the eyes of this teacher, the selection of school leaders is just a well-choreographed drama, which is performed by outsiders, but it actually hurts the hearts of front-line teachers.
However, the teacher also admitted that he was not completely disappointed with education, so he also wanted to complain a little about the cadre selection system, hoping to attract attention. It is understood that the selection of school leaders involved two middle-level leaders, and the Personnel Department of the Education Bureau also sent people to inspect the relevant candidates. On the surface, the whole selection process is quite formal. First of all, the principal gives a detailed introduction to the candidates;Then, the Chief of the Personnel Section of the Education Bureau once again emphasized the selection criteria and requirementsIn the end, everyone votes according to the list. However, this is only a formality, a farce, a flower gun. After the ballot was cast, even the singing votes were not made public, and the hopeless teachers could only bear the pain in silence. Not only that, but the selection of the principal is even more exaggerated, as long as there is a backer behind him, he can directly ascend to the position, and there is no room for negotiation. This superficial formalities and process obscured the true intentions of the school leaders, and the opinions and voices of the teachers were completely ignored.
Judging from the information provided by the teachers, there are serious problems with the selection mechanism of school leaders. Transparency is very important for a reasonable selection mechanism. However, in reality, the criteria and requirements for promotion are often not open and transparent, resulting in many teachers being ignorant of their own development direction. In order to ensure that teachers are aware of and hold themselves accountable to these standards, it is imperative to increase the transparency of the employment mechanism.
Another problem is the lack of oversight and management mechanisms for the promotion process. Reports or objections in some processes are often not investigated and dealt with in a timely manner, and the lack of effective supervision and management mechanisms may lead to questions about the fairness and fairness of selection. Therefore, it is necessary to strengthen the supervision and management of the promotion process.
Every teacher is an indispensable member of the education system, and their opinions and suggestions should be valued and respected. However, in reality, many teachers are unable to express their opinions on the promotion process, and some teachers are not even qualified to promote candidates. This has seriously weakened the motivation and creativity of teachers, and has also led to an imbalance in the employment mechanism of the education system.
In the face of these problems, we should actively look for solutions to improve the school leadership selection mechanism. Here are a few suggestions:
In order to increase the transparency of the employment mechanism, the criteria and requirements for the selection of school leaders should be open and transparent, so that all teachers can understand and follow these standards. In addition, there can be dedicated meetings or briefings to explain and answer teachers' questions, ensuring that everyone is involved in the decision-making process.
In order to ensure the fairness and fairness of the selection, it is necessary to strengthen the supervision and management of the promotion process. Establish a special supervision department to investigate and deal with reports or objections in the promotion process in a timely manner to ensure the legitimacy and fairness of the entire selection process.
Every teacher's opinion should be respected and valued. More teachers can be involved in the decision-making process of school leadership selection through the establishment of a special teacher representative body or committee, and their opinions and suggestions should be widely heard and adopted. The problem of school leadership selection, as described by this teacher, is real and prevalent in the education system. In order to solve this problem, it is necessary to increase the transparency of the employment mechanism, strengthen the supervision and management mechanism, and respect the opinion of each teacher. In this way, we can ensure the fairness and fairness of the selection and realize the real talent selection.