Chapter 455 Good News from Heaven 5

1.

At the suggestion of the Secretary for Education, Chen Changping, Qian Jin stood up and began his special report.

"Hello leaders!" Qian Jin bowed to the leaders present in the small conference room very politely, "I just received a call from the bureau office this morning, so the preparation is a little hasty, and I hope that the leaders will forgive me if I am not thoughtful." With the support and help of leaders at all levels, the Hushan Town Education Committee Office has carried out a period of useful exploration, and has also preliminarily written a draft on the personnel reform of the education system in Hushan Town, which has not yet been demonstrated, and there will definitely be such and such problems in it, and I also ask the leaders to give criticism and correction, thank you!"

Qian Jin finished the cutscene, bowed deeply again, and began his formal report, and the participants listened and took notes, and many people's faces showed a state of contemplation.

Qian Jin personally wrote the "Draft of Personnel Reform of the Education System in Hushan Town", which was drafted several times, and the draft can be said to be comprehensive in all aspects, and on the whole, it can be regarded as a plan with good operability.

Qian Jin's "Draft Personnel Reform of the Education System in Hushan Town" is mainly elaborated from the following aspects:

The first aspect is the guiding ideology of the personnel reform, that is, the meaning of "pulling the tiger's skin to make a big banner", which is nothing more than some grandiose clichés, what should be in accordance with the requirements of the state, provinces, and municipalities on steadily promoting the development of quality education and deepening the reform of the education system, emancipate the mind, advance with the times, establish a personnel management system that meets the requirements of the socialist market economic system and the characteristics of primary and secondary schools, improve the fair competition mechanism, the orderly flow mechanism, and the effective incentive mechanism, and fully mobilize the enthusiasm of the vast number of teachers and staff. Creativity, to build a noble morality, professional skills, reasonable structure, energetic teacher team, for the sound and rapid development of education in Hushan Town to provide human and intellectual support, etc.;

The second aspect expounded by Qian Jin is the main goal of personnel reform, which lists a total of three items, which are also some official words and clichés; First, with the goal of improving the academic level and professional ability of the teaching force, we should establish an "open, fair, competitive, and merit-based" mechanism for teachers to enter the school, and implement the principle of "those who are capable, those who are mediocre will be let go, and those who are mediocre will be demoted" Second, with the goal of promoting the high-quality and balanced development of regional education, a regular exchange mechanism for teachers should be established, and teachers in regional schools should be recruited through competition once a year, and the rotation of teaching schools should be carried out once every three years; third, with the goal of implementing quality education and mobilizing the enthusiasm of teachers and staff, a performance appraisal mechanism for teachers and staff should be established that emphasizes teachers' ethics and performance, and so on; anyway, it sounds very fair, just, and reasonable.

The third aspect of the draft is the main measures for personnel reform, and this is the focus of the entire draft, so Qian Jin analyzed and discussed it from a total of seven aspects.

First, it is necessary to strictly control the overall quality of the teaching contingent, and all personnel who specialize in teaching work in primary and secondary schools in Hushan Town must obtain teaching qualifications in accordance with the law, and encourage private teachers and substitute teachers to study through various channels in order to obtain teacher qualification certificates. Substitute teachers and private teachers who have not obtained teacher qualification certificates are not included in the scope of this personnel reform for the time being.

Second, it is necessary to break the boundaries of primary and secondary school teachers in the town, strive to broaden the source channels of teachers, and select and hire outstanding teachers with both ability and political integrity to teach in Hushan Middle School.

Third, it is necessary to improve the teacher exchange system. Give full play to the exemplary and leading role of outstanding teachers, establish a regular exchange system for teachers in the region, and gradually realize the regularization and institutionalization of teacher exchanges. Actively promote the rational flow of primary and secondary school personnel between schools and regions, encourage the flow of teachers from schools with excess numbers to schools with insufficient staff, and from key schools to schools with weak staff, promote the rational allocation of educational personnel resources, and improve the efficiency of the use of teacher resources.

Fourth, it is necessary to improve the performance appraisal system for teachers. Adhere to the principles of openness, objectivity and comprehensiveness, and strengthen the annual evaluation and comprehensive evaluation of the employment period of the hired personnel. Continuously improve the assessment system and assessment methods that are in line with the implementation of quality education and the characteristics of teachers' work, adhere to the combination of quantitative assessment and qualitative assessment, and the combination of ordinary assessment and annual assessment, so as to ensure the actual effect of the employment system and mobilize the enthusiasm of all kinds of personnel. Make teachers' professional ethics and actual performance in education and teaching work the focus of evaluation. The results of the evaluation are used as an important basis for allocation, rewards and punishments, and re-employment. By strengthening the performance appraisal of faculty and staff, giving full play to the incentive and guiding role of the policy, we have established a faculty management system of "the capable, the mediocre, and the mediocre", reflecting the distribution system of "more work and more rewards".

Fifth, it is necessary to establish a system of rewarding teachers. Outstanding teachers are reflected in the incentive performance salary, and are taken care of in the evaluation of professional titles, evaluation and awards, etc., so as to effectively stabilize the teaching team.

Sixth, to improve the overall quality of teachers as the core, the establishment of a scientific and flexible employment mechanism, fully stimulate the enthusiasm and creativity of teachers and staff, encourage outstanding talents to stand out, the use of unemployed personnel will be combined with the relevant policies of the county education bureau and the town government to adjust.

Seventh, it is necessary to deal with labor and personnel disputes arising in the employment of teachers and staff in accordance with the law, and protect the legitimate rights and interests of both teachers and staff and the school. First, the school and the town education committee office set up a labor and personnel dispute mediation team composed of school trade union representatives, management representatives, and faculty representatives, and exercised mediation functions in accordance with relevant regulations; second, the school mediation team failed to handle the dispute and reported to the personnel dispute mediation committee established by the town education committee office for handling; third, if the above two levels of mediation organization mediation failed, it may be reported to the town government and the relevant departments of the education bureau for adjudication in accordance with the relevant regulations.

The fourth aspect of the draft is the guarantee conditions for the current personnel reform, and the importance and seriousness of the current personnel reform are further reaffirmed.

First, all schools are required to attach great importance to the reform of the personnel system in primary and secondary schools, put this reform on the agenda, and conscientiously organize its implementation. All schools should make overall plans, carefully organize, make careful arrangements, and implement them concretely. Set up a leading group for personnel reform headed by the director of the township education committee office, which is responsible for coordinating, standardizing, and guiding, and formulating and perfecting relevant supporting policies and measures; each school is led by the "top leader" and sets up corresponding leading bodies and working groups to be responsible for the implementation of relevant policies and to do a good job in the personnel reform work of their own units.

Second, we should unify our understanding and do a good job in publicizing it. The reform of the personnel system of the education system in Hushan Town involves the vital interests of every teacher and staff in Hushan Town, and it is necessary to have a unified understanding, the formulation and operation of policies should be fair and fair, pay attention to the mass line, let teachers and staff participate in the whole process of competition, resolutely put an end to the "black box" operation, and ensure "openness, fairness and transparency".

Third, we should pay close attention to implementation and steadily implement it. In the process of reform, it is necessary to formulate a feasible emergency plan, effectively handle the relationship between reform, development, and stability, and ensure the smooth progress of the reform of the personnel system of primary and secondary schools in Hushan Town.

2.

Qian Jin waved his big chubby hand and reported in the small conference room for nearly an hour, in which Qian Jin read out according to the script, as well as detailed system interpretations, and explanations under the questions of the leaders attending the meeting. However, in Qian Jin's seemingly grand reform plan, he cleverly avoided two issues, one was the use of unemployed personnel, and the other was the handling of disputes after the personnel reform. On both issues, Qian Jin pushed the final contradiction to the town government or the education bureau, as if this matter had nothing to do with Qian Jin, the promoter and executor of the personnel education reform.