The year-end assessment provokes public anger! The principal's performance broke the table, and the teachers were angry
Recently, a shocking piece of news caused an uproar in the education community: the principal of a school stood out with 150% of the average performance salary per person, and the vice principal also topped the list, receiving 140% of the performance salary. This news spread far and wide, arousing strong dissatisfaction and indignation among the vast number of teachers, who expressed their hearts one after another, pointing directly to the unfairness and unreasonableness of this phenomenon.
This percentage of performance is unbelievably high, and what is even more outrageous is that as grassroots teachers, their hard work and efforts are often ignored and trivialized. In the face of such a serious injustice, many teachers were furious and expressed their desire to speak up for their rights and interests and protect their legitimate rights and interests.
Employee rights and interests Performance appraisal Educational injustice Principal performance Teacher rights protection
In response to this incident, the anger of teachers is rightly warranted. As front-line workers in the education industry, they have paid a lot of hard work and sweat for the growth of students, and their hardships and hard work are self-evident. However, because of the unfair treatment of performance appraisal, they were deeply hurt and felt deeply dissatisfied and wronged.
This kind of injustice is not only a human resources system, but also a call for fairness and justice in education. In this context, it is inevitable for teachers to defend their rights, speak up for their rights and interests, fight for educational fairness, and do not want to be let down and ignored.
Performance bonuses, workplace rights protection, grassroots education, employee rights protection, labor rights and interests
In fact, such a high percentage of the performance of senior managers such as principals and vice principals is not only contrary to the original intention of human resources and performance appraisal, but also a challenge to educational equity. Education should be fair and equitable, and every educator should be treated fairly. Therefore, education administrators should face up to the doubts and dissatisfaction caused by this incident, and conduct in-depth reflection and adjustment of the performance appraisal system, so as to make the education industry more fair and reasonable, so that every educator can feel fair and respectful.
Equity and Justice Education Industry Education Management Performance Adjustment Educational Justice
The performance appraisal incident in the education industry has aroused widespread social concern and heated discussions. In this rights protection movement, the voices and demands of teachers need to be given sufficient attention and support. At the same time, the relevant departments should also strengthen the supervision and regulation of the performance appraisal mechanism of the education industry, so that the education industry can return to a fair and reasonable track, so that every educator can get the respect and rewards they deserve, and jointly promote the development and progress of education.
Educational Performance, Equitable Education, Educational Equity, Teacher Rights, Educational Reform