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The reform of the county-managed school employment management system is an important reform in the management of teachers in compulsory education schools in China in recent years. The core goal of this reform is to strengthen the overall allocation and management of primary and secondary school teachers in the county through the reform of teacher allocation, post setting, performance salary management, etc., and promote the transformation of teachers in the county from "school people" to "system people".
The exact mode of operation may vary from region to region, but typically includes a few key steps:
1.*Overall management of teacher establishment and post**: The county-level education administrative department shall coordinate the management of teacher staffing, and reasonably allocate the establishment and use of teaching staff according to the actual needs of education and teaching and the structure of teachers.
2.*Establishment and employment of teacher positions**: The school sets up corresponding teacher positions according to the regulations of the education department and its own actual situation, and hires teachers fairly and impartially through competitive recruitment.
3.*Management of performance salary**: The county-level education administrative department coordinates and manages the performance salary of teachers to ensure the reasonableness of teachers' salaries.
4.*Teacher exchange and rotation**: Promote the exchange and rotation of teachers in the county, optimize the allocation of teacher resources, and improve the quality of education.
5.*Improvement of the Teacher Withdrawal Mechanism**: Provide an appropriate withdrawal mechanism for teachers who fail to pass the competition or are not suitable to continue teaching.
These reform measures are aimed at improving the overall quality of teachers, stimulating the vitality of teachers, and promoting the high-quality and balanced development of compulsory education. At the same time, the fairness and transparency of teacher management are also emphasized to ensure that the rights and interests of teachers are protected.
Under the county-managed school recruitment management system, teachers who fail to pass the competition or are not suitable for continuing to teach will face the situation of losing their employment. For these teachers, there is usually a set of corresponding processing mechanisms to ensure the optimization of the teaching force and the improvement of education quality.
1.*Retraining and re-employment support**: Unemployed teachers can participate in retraining courses organized by the education department to improve their education and teaching capabilities. At the same time, local governments and schools will also provide certain re-employment support, such as career counseling and career guidance, to help these teachers find new jobs.
2.*On-Campus Transfer**: Some districts and schools offer opportunities for unemployed teachers to transfer within the school. These teachers can continue to serve the school by taking on other non-teaching positions within the school, such as administration, logistics, etc.
3.*Post adjustment within the region**: The education department will carry out post adjustment within the region, and transfer the unemployed teachers to other schools or educational institutions with teacher gaps, so as to ensure the employment of teachers as much as possible.
4.*Early Retirement or Departure**: Teachers who are older or physically unfit to continue teaching may have the option of early retirement or departure.
5.*Financial Compensation**: Some districts may provide some financial compensation to teachers who are not hired, so as to alleviate their financial pressure after they are hired.
It should be noted that the implementation of these reform measures requires great attention and coordination between the local government and the education sector to ensure that the reform can be carried out smoothly and achieve the expected results.
The specific implementation of these measures will vary from region to region, and each region will formulate corresponding policies and measures according to its own actual situation. At the same time, these measures also emphasize the protection of teachers' rights and interests, and ensure that unemployed teachers can receive reasonable treatment and protection in the face of career changes.
The above information is based on relevant documents issued by the Jiangxi Provincial Department of Education**, the Shangcai County Education Bureau** and the Ganzhou Municipal People's Office**. ）