The problem of rural teacher retention policy has been intensively introduced to prevent the challenge of attrition!
Education is not technology, education is technology! Tell us about education in your area and your approach to education.
People are under the eaves and have to bow their heads!
In rural schools, it is very common for young teachers and trainee teachers not to be hired!
Rural schools have long been the case for young teachers to be promoted"Springboard"。The way out is very simple, either take the public service preparation exam, or go to teach in a secondary school in a big city, and young teachers who have worked in the city for several years pass"Selection Examinations"Placed in a city middle school.
Every year, a large number of young teachers enter rural primary schools, and the same number of young teachers leave rural primary schools every year! In"Come one, go one"Against this background, the situation of rural primary and secondary schools is very difficult. In order to encourage young teachers"Stay"In rural primary schools, all over the place"Stay in the hometown"shouted out"Teachers who stayed in their hometowns"slogan! In fact, it is to prevent them from leaving. Isn't that a problem?
Political measures introduced in many places"Block"Teachers leave rural areas!
The Hangzhou Municipal Bureau of Education released a summary table of issues and corrective measures for the second public consultation in 2023. In order to solve the shortage of teachers in the mountainous areas of Chengxi, Hangzhou will introduce regulations on the management of abnormal flow of teachers in Chengxi Districts and counties (cities) by 2024. When teachers of public schools in the western districts and counties apply, they must provide a certificate that their school agrees to their application.
In addition to Hangzhou, many other parts of China have introduced similar measures in recent years to control teacher mobility.
Taishan City, Guangdong Province: Targeted"Teacher mobility has a serious impact on teaching and learning"The Taishan Municipal Education Bureau requires all middle schools to strictly implement the procedures for the transfer and resignation of teachers, put an end to the arbitrary transfer of highly educated teachers, and strictly implement and timely convey the labor contracts and relevant regulations of public institutions.
Cangyuan County, Yunnan: I applied to be a teacher who has worked in Cangyuan County for more than 5 years. My application must be signed and stamped by the County Central Education Bureau (High School) and the County Education Bureau (Kindergarten). At the end of at least two of the last three academic years calculated in the year of application, the GPA for the same course is equal to or higher than the GPA of the community elementary school (county middle school); If this condition is not met, the school cannot approve the transfer.
Jiangxi Province: The "Notice on Regulating the Open Recruitment and Selection of Primary and Secondary School Teachers" clearly states that it is necessary to strictly control the inter-city recruitment of graduates, and except for some political transfers such as rural teachers returning to their hometowns, recruitment is generally not allowed in the province. It is strictly forbidden to pass high salaries from poor areas and rural schools"Digging"Teacher.
The cities of Cixi in Ningbo City in Zhejiang Province and Yilong County in Nanchong City in Sichuan Province have adopted similar methods to control teacher mobility.
In a word, rural teachers were kicked out of the teaching ranks! If you don't want to go, there are countless excuses to stop you from leaving, unless you voluntarily resign, which is tantamount to"Blocked"Lived the way out of the rural teacher.
with"Keeping people in the system", it's better to give them better benefits!
In recent years, we have been calling for:"High-quality and balanced development of urban and rural education", but in fact, the gap between urban and rural areas is widening! This is because rural schools can't keep young teachers!
You know, these young teachers are all fledgling and lack teaching experience. After studying in a rural primary school and accumulating enough teaching experience, they can apply for the civil service examination or teach in a primary school in the city. In this way, students in rural primary schools become young teachers"Practice"、"Trainers"When they are qualified, they will be seconded to the primary school in the county to teach the children in the city. The consequence of this approach is that the gap between urban and rural education is widening.
Measures have been taken"** "Teachers from rural areas – does it really work?
It's hard to say! There are many problems in the development opportunities, promotion prospects, and social recognition of rural teachers, which is the main reason why rural schools have difficulty retaining young teachers. Retention system"The original intention was to achieve a balance between urban and rural educational resources, while the teaching positions in underdeveloped areas and rural areas are becoming less and less attractive due to the constraints of population structure.
Compensation is the key to retaining top talent.
For teachers in remote areas, allowances and incentives should be added to the basic salary. Policymakers must understand that improving the pay of teachers in remote rural areas will not only help stabilize their jobs, but also help them better integrate into education. After all, people are meant to stay.