Why does the implementation of the teacher withdrawal mechanism promote salaries**?
From 2023 to 2028, teacher salaries will increase, which is certainly good news. However, this does not mean that the work pressure of teachers has decreased. In fact, there are different types of work pressures in the teaching community, and they are at different stages of their professional development and encounter different problems and challenges.
Junior high school students are the most difficult period and the most difficult period, and teachers have to deal with their psychological and behavioral problems, so their work pressure is relatively high. In high school, due to the high academic pressure and the high pressure of going on to higher education, teachers have to put more energy into tutoring students, so the work pressure of middle school teachers cannot be ignored. Teachers in secondary vocational schools and colleges and universities do not have so much pressure in terms of work pressure, but there are also some problems in scientific research projects and the selection of talents. At present, there is still a shortage of teachers, especially in cultural education, but we should not underestimate the problem of overstaffing.
At present, more than a dozen provinces and municipalities have carried out the pilot work of the teacher withdrawal system, which shows that the capable can be promoted and the mediocre can be demoted, and the phenomenon of egalitarianism and big pot rice can be effectively eliminated.
On this basis, the future salary of teachers will be in line with the average salary of local civil servants, but this increase is not a fair increase, but more of a reward for those education experts and administrators who have made outstanding contributions and outstanding performance.
In addition, in order to implement the system of appointment and contract management of teachers, a pilot project of the teacher withdrawal system has been carried out in some provinces, with the aim of gradually eliminating Buddhist teachers, lying guns, and mediocre teachers, improving the quality of teaching on the basis of the balanced development of teachers, and formulating scientific teacher management methods and means.
In short, the essence of teacher management is that the capable go up and the mediocre go down. It is necessary to continue to strengthen the motivation for work in difficult and remote areas and improve their salaries to ensure the connectivity and inclination of the balanced development of teacher quality during the compulsory education period. In order to adapt to the requirements and challenges of the new era, teachers must strengthen their professional quality and professional quality. The key to achieving this goal is to strengthen the performance-based pay system.
Performance-based pay is based on work performance, determined by the school's work performance and contribution to the school, increasing the incentive for the school's teachers and staff, and promoting the school's education quality. Another way is to increase the level of remuneration of professional and technical personnel.
The professional title system is a major basis for measuring the professional level and ability of teachers, and through the adjustment of their salary standards, they can continue to improve their professional skills and knowledge.
In addition, an increase in the allowance for primary and secondary school teachers is also a feasible way. The salary level of primary and secondary school teachers is low, and the increase in their salary level is conducive to promoting teachers' enthusiasm and enthusiasm for work. Keeping the total amount of year-end bonuses in the range of 5,000 to 100,000 yuan is also an effective way to achieve high or low goals. In this way, the teachers' sense of competition and enthusiasm for work have been improved.
However, I think that the last elimination system is not suitable for teachers, because teaching is a profession, and it takes time and experience to work, and the elimination of last place will only make them lose their motivation to work. The author advocates that the management of teachers should be carried out at four levels: senior level, deputy high school, intermediate level, and junior level, and the evaluation of special teachers and the practice of honorary certificates of 30 years of teaching experience are mainly based on honors, awards, and commendations.
Finally, this credit system can be combined with incentives and grants. This is the need for the construction of the teaching staff in the new era, and it is also an important signal to promote the scientific salary system of college teachers.
Over the next five years, there will be three major changes in teacher pay and benefits.
First of all, the allowance for more than 30 years of service can be increased.
Second, on a national scale, adjustments can be made in accordance with the increase in the national average wage base and the salary level of state civil servants.
Third, the proportion of intermediate and senior professional and technical personnel will grow rapidly. There is a certain amount of uncertainty in the above ** and proposals, please leave your comments in the comment area.