The "multi-track system" for the promotion of teachers' titles breaks the "unspoken rules" of evaluationThe evaluation of teachers' professional titles is an important work, which is not only related to the professional development of teachers, but also related to the treatment and status of teachers. However, there have always been many problems and unfairness in the evaluation of teachers' professional titles. The biggest injustice is "let the leader go first". In some schools, leadership often has no teaching mandate and is not involved in classroom instruction. But when it comes to evaluating job titles and receiving various honors, they often give priority. This situation is more common in many fields, and the people below dare not speak out. This unfair status quo has made many front-line teachers sad. A few days ago, Shaanxi announced the implementation of a "multi-track system" for the promotion of teachers' titles, which gave teachers hope.
The "multi-track system" refers to the use of different evaluation methods and standards according to the different identities and positions of teachers, so as to realize the diversification and differentiation of teachers' professional titles. This multi-path approach allows excellent educators to be promoted to senior titles more quickly, while avoiding interference between teachers of different identities, so that everyone can work hard in their own field. This way of doing is both reasonable and effective.
Teachers' professional title salary refers to the different salary standards given to teachers according to their professional title level. This system began in 1986 and has been in place for 37 years. The original intention of this system is to motivate teachers to improve their professional standards and improve the quality of education.
However, this system has caused too much trouble and annoyance to teachers. On the one hand, there is an unfair and non-transparent evaluation of teachers' professional titles, and many teachers retire without obtaining intermediate or senior titles, and have to end their educational careers with regret. On the other hand, the salary of teachers' professional titles has created a salary gap between teachers with the same length of service but different professional titles, ranging from 500 yuan per month to nearly 2,000 yuan per month. This not only affects the unity and collaboration of teachers, but also affects the professional confidence and dignity of teachers. As a result, many teachers and experts have called for the abolition of the salary system for teachers' professional titles and the replacement of salaries based on seniority.
In this way, the salary of teachers is no longer affected by the job title, but is determined according to the teacher's years of service and experience. In this way, teachers' salaries can be more fair and stable, and their value and contribution can be better reflected.