Further improving the management of the position of primary and secondary schools, and the latest guidance opinions

Recently, the Ministry of Human Resources and Social Security and the Ministry of Education issued the "Guiding Opinions on Further improving the Management of Jobs of Primary and Middle Schools". What are the specific regulations? Learn together

Improve teacher post level settings

The level of elementary and middle school teachers is divided into high, middle and primary, and the relevant provisions are implemented in accordance with the relevant provisions of the professional and technical positions of the current public institutions of the state.

Scientific formulation job setting plan

The position setting plan is the main basis for the school's public recruitment, determining job level, adjusting the position, and the approved salary. Each school should strictly follow national policy and regulations, and formulate job setting plans in accordance with the actual situation of school social functions, responsibilities, tasks, work nature, and personnel structure characteristics.

Position settings should give priority to the actual needs of education and teaching work, mainly for teachers' positions, and reasonably set up management positions and work work skills as needed. The conditions of Zheng Senior Teachers 'positions should have the conditions: have strong ideological and political quality and noble teachers' ethics. They have outstanding performance in education, teaching, teaching and educating people, and excellent abilities; Give play to demonstration and leading role; make outstanding contributions in guiding the training of teachers in local disciplines, and have high reputation and influence in the field of local disciplines.

After the post setting plan is reviewed and summarized by the educational administrative departments at all levels, it will be reported to the human resources and social security departments at all levels in accordance with the prescribed procedures and permissions. After the post setting plan is recorded, it shall be relatively stable. If the organization's preparation, responsibilities, tasks, and functional positioning shall change, they shall apply for adjustment or change within three months in accordance with the prescribed procedures and permissions.

All kinds of schools should carefully write the instructions of the post, clarify the name of the job name, job work responsibilities, target tasks, job conditions, and performance assessment standards, etc., and use it as a basis for employment and management of personnel.

Optimize job structure

Provincial human resources and social security departments shall, together with the education administrative department, establish and improve the dynamic adjustment mechanism of the post in accordance with the requirements of the optimized structure and reasonable configuration, and formulate methods of senior teachers in accordance with factors such as regions, sections, disciplines, and personnel structure characteristics. The school structure and classification scientific setting of teachers' post structure, and the structure of professional and technical positions between various schools must be relatively balanced.

During the "Fourteenth Five -Year Plan" period, the number of senior teachers' positions controlled within five thousandths of the total number of teachers in primary and secondary schools across the country. The provinces (autonomous regions and municipalities) with high proportion of senior teachers should strictly grasp the standards and conditions of the post, appropriately optimize the structure proportion of controlling senior positions, and avoid disorderly growth; Based on the development needs of local education and the construction requirements of the teacher team, the proportion of primary and secondary schools can be appropriately optimized and adjusted.

Implement county overall management management

The county -level human resources and social security department shall, together with the education administrative department, strengthen the guidance of the positioning of different schools and different types of schools in the county. The county -level education administrative department can coordinate the number of school positions in accordance with the total amount of the classes, students, etc. within the total amount of the approved positions, and record it with the human resources and social security departments at the same level.

In accordance with the strategic deployment of rural revitalization, coordinate the structure of school teachers in the school in the county and appropriately tilted to the countryside.

The compulsory education school shall gradually implement the proportion of unified job structure in the county. The municipality may be coordinated by the district.

Implementing job tilt policy

The introduction of rural primary and secondary schools is urgently needed to be high -level teachers. After approval, it can be set up for special positions as needed. The level of special positions can be relaxed to the eighth level of professional technology.

Support rural primary and secondary schools to set up "targeted evaluation, targeted use" teachers in middle and senior positions, implement total control, proportions, and special positions, do not occupy the proportion of professional and technical positions in various places. Teachers who pass the review can be directly hired to the corresponding positions. Provincial human resources and social security departments together with the education administrative department set up the total amount or proportion of teachers' positions of "targeted evaluation, targeted use" based on the actual situation.

For teachers who have arranged for the aid of Tibetan aid and aid, they have obtained the titles of higher -level teachers during the reinforcement period, and they have passed the assessment of the appraisal. It is given priority to the corresponding teachers' positions.

Standardize job competition

Each school should conduct professional title review within the proportion of the post structure and hire them according to posts. Those who have new posts, vacancy in positions, or other situations need to be applied. Generally, the total number of posts, categories, and grades of the filing is conducted in the way of employment. If there is a vacancy in the positions of primary and secondary school teachers in the same county, teachers can evaluate across schools.

Employment can adopt written tests, interviews, democratic evaluation, peer evaluation, comprehensive teaching level evaluation, etc., in accordance with the formulation plan, announcement of bidding information, personnel declaration recommendation, review qualification conditions, organizational competition, determination and publicity list of personnel, and establishing an establishment of the proposed personnel, establishing an establishment Or change procedures such as employment contracts.

Strengthen post -employment management

Each school should strictly evaluate the performance of faculty and employees in accordance with the position responsibilities and tasks stipulated in the employment contract, and focus on the performance and contribution as the key assessment content.

We must pay attention to listening to the opinions and evaluations of students and parents, strengthen the use of assessment results, and use the basic basis for the assessment results as the adjustment of the posts of faculty and staff, the promotion of job titles, the promotion of the post, the salary approval, and the change, the renewal, the cancellation, and the termination of the employment contract.For teachers who have not been in teaching positions and teaching work for a long time, they must adjust their posts in time.

Source: Ministry of Human Resources and Social Security WeChat

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