The implementation of the teacher withdrawal mechanism has instead promoted the level of salaries
From 2023 to 2028, teachers' salaries will undoubtedly increase. However, this does not mean that the work pressure of teachers will be less. In fact, the work pressure of teachers is different, and teachers will face different problems and challenges at different stages of development.
Secondary and compulsory education are the most difficult periods for primary and secondary school teachers to manage, as teachers deal with the psychological and behavioural problems of their students. As for high school, the academic pressure and the pressure of going on to higher education are very high, and teachers have to spend more energy to tutor students, so the work pressure of high school teachers should not be underestimated. Compared with high school and university teachers, the work pressure of middle school teachers is relatively small, but there are also problems such as scientific research topics and talent selection. In particular, the total number of teachers in cultural courses is still insufficient, but the problem of surplus teachers cannot be ignored.
At present, more than a dozen provinces and municipalities have established a system of teacher withdrawal on a pilot basis, which shows that the focus of teacher management is on the promotion of the capable and the demoralization of the mediocre, which can effectively put an end to egalitarianism and big pot rice.
At the same time, the salary level of teachers will continue to increase in the future to reach the average salary level of local civil servants. But this is not a general, egalitarian growth, but rather a shift in emphasis towards teaching professionals and administrators who have made outstanding contributions and achieved excellent results in their teaching work.
In addition, in order to realize the teacher appointment system and contract management system, some provinces and cities have tried out the teacher withdrawal mechanism, with the aim of achieving high-quality development on the basis of balanced development of teachers, eliminating Buddhist teachers, teachers who look forward to teachers, and teachers who are lazy and mediocre, so as to provide scientific ways and measures for teacher management.
In short, in the management of teachers, the most important thing is to promote the capable and the mediocre, continuously strengthen the encouragement of teachers in difficult and remote areas, and constantly improve the remuneration of teachers in rural areas. Therefore, teachers must constantly improve their professional quality to meet the needs and challenges of different periods. Strengthening the equalization of pay-for-performance is an important measure.
Performance-based pay is determined based on work performance and contribution, so increasing the total amount of performance-based pay can motivate teachers and improve the quality of teaching. Another option is to increase the proportion of wages in skilled positions.
A diploma is an important criterion for measuring the professionalism and competence of teachers. Increasing the salary level of diplomas helps to continuously improve the professional skills and knowledge of teachers.
In addition, increasing the proportion of salaries, social benefits and allowances for teachers with intermediate and lower vocational and technical qualifications is also an effective way to solve this problem. The salary level of teachers with intermediate and low-level vocational and technical qualifications is relatively low, and increasing the salary package can stimulate their enthusiasm and enthusiasm for work. In order to achieve"Either high or low"Focusing the total year-end bonus at 5,000-100,000 yuan is not an effective approach. Stimulate teachers' sense of competence and enthusiasm for work.
However, I don't think the elimination system applies to the teaching profession. As a profession, teachers need time and experience accumulation, and the long-term elimination system may affect the enthusiasm and initiative of teachers. On the contrary, I believe that teachers should be managed at the senior level, deputy senior level, intermediate level, and junior level, and after 30 years of teaching experience, they should be awarded honorary titles, special teachers, and honorary certificates.
Over time, these honor systems may evolve to be tied to perks. This is not only an inevitable requirement for the construction of teachers in the new era, but also an important signal to promote the scientific salary system of teachers.
There will be three major changes in teacher salary growth over the next five years.
First, increase the allowance for people over 30 years old.
Second, total performance-based remuneration can be adjusted as the average work-related wage base of the Community grows and civil servants' wages are adjusted;
Third, the proportion of senior and intermediate professional and technical personnel in teachers will increase at an accelerated rate; There may be some uncertainty about the above** or suggestions, please comment in the comment area.