Model of School Year-end Performance Pay Assessment Scheme (2)

School performance appraisal annual work summary model

First, the performance appraisal implementation status analysis

1, performance appraisal pays attention to widening the gap, which reflects a certain incentive effect.

When formulating the performance appraisal scheme, the school will focus on strengthening the assessment of teachers' performance in accordance with the principles of more work and more pay, high quality and excellent remuneration, giving priority to efficiency and giving consideration to fairness, tilting the performance salary ratio to front-line teachers, backbone teachers and outstanding teachers, widening the gap and giving full play to the incentive role of performance appraisal. The difference of performance pay in spring semester is more than 4600 yuan, and that in autumn semester is more than 4200 yuan.

2. The content of performance appraisal is comprehensive and detailed, covering many key tasks.

The content of performance appraisal mainly includes teachers' morality, ability, diligence and performance. The assessment of "virtue" focuses on teachers' being a model, loving their posts and being dedicated, caring for students and being honest in teaching. The assessment content of "ability" includes education and teaching ability, scientific research ability, etc. The assessment content of "diligence" includes education and teaching workload, teaching routine, attendance and teachers' personal professional development. The assessment of "achievement" focuses on educational effect, teaching effect and teaching and research results.

3. The evaluation plan was approved by the teachers' congress, and the implementation of the plan has a mass basis.

The school assessment scheme is based on the Implementation Measures for Performance Pay of Compulsory Education Schools in Hanjiang District of Yangzhou City and the Guiding Opinions of Education Bureau of Hanjiang District of Yangzhou City on Performance Assessment of Teachers and Staff in Compulsory Education Schools. The scheme has been fully discussed by teachers and has formed the first draft. Then a meeting of school leaders was held to revise and improve the first draft and form a preliminary plan. Finally, the plan will be discussed and approved by the teachers' congress. Therefore, we believe that the implementation of the performance plan has a broad mass base.

4. The assessment plan has been revised and improved many times, highlighting the assessment of key work.

During the implementation of the scheme, we constantly improve and supplement relevant contents to make the scheme more mature. On June+10, 5438, the school formulated the Supplementary Provisions on the Performance Appraisal of Fangxiang Primary School Teachers from the aspects of strengthening teaching routine, improving teaching quality and implementing safety responsibilities, and it was implemented on June +065438 10, 5438. In February, the school revised and improved the monthly assessment plan of the head teacher and the teacher attendance system from 10.

Second, the existing problems and improvement measures analysis

1, the evaluation and incentive effect on the members of the leading group is not obvious enough.

Since the implementation of the performance plan for five years, the standard of performance allowance for school leaders is low, far behind the allowance for class teachers. As can be seen from the annual performance analysis table, the average performance of middle-level and class teachers is about 430 yuan per semester. This has affected the enthusiasm of the middle-level team. It is suggested that the Education Bureau formulate a unified standard that is not lower than the allowance of the head teacher.

2. The comprehensive evaluation grade of teachers' performance appraisal is not refined.

The school divides the final comprehensive assessment results into excellent, qualified and unqualified, which is too broad to reflect the actual performance differences between teachers. For example, the teacher who ranked first in the teaching quality of the same grade did not get excellent results in the performance appraisal for some reason, but got qualified results in the comprehensive evaluation like other teachers, so the teacher's actual teaching results were not reflected in the students' subjects.

3. The determination of workload is not fully and carefully quantified.

The current performance pay assessment project generally consists of several parts: mainly including students' academic performance, class hours, teaching and research, participation in activities and awards, attendance, lesson preparation, homework correction and counseling. However, how to convert the workload between different disciplines, between managers and teachers, and between logistics and teachers is controversial. Although the regional bureau has clear provisions on macro policies, there are no detailed standards in the specific implementation process. As a grass-roots school, it is not very balanced, and it will also cause teachers with the same conditions because of the different programs implemented by each school. However, because of teaching in different schools, there will be great differences in wages and incomes, which is not conducive to motivating teachers.

4. The assessment of teachers' individual performance awards is relatively weak.

In the single performance award, the school's assessment of teachers' teaching, scientific research and counseling students is relatively weak. The detailed rules for teachers' participating in or tutoring competitions in Fangxiang Town Central Primary School was formulated five years ago, and its requirements and reward standards have not met the needs of modern education. (If the detailed rules stipulate the reward standard for teachers to guide students to publish articles in newspapers and periodicals at all levels, each 50 yuan. )

Third, the school suggested that

1, further promote the reform of personnel system and performance pay.

The District People's Social Security Bureau and the Education Bureau compiled and approved the use of the school, scientifically formulated the reform plan, and the school specifically organized and implemented it. They have done their best to create an atmosphere in which those who can't do it are allowed, and those who can't do it stand aside, so that they can be paid according to their work and distributed according to their performance, and truly get rid of the phenomenon of getting something for nothing.

2. Promote school balance and reflect social equity.

Financially, raise the standard of performance pay as much as possible, so that the incentive function of performance pay can be reflected. The District People's Social Security Bureau and the Education Bureau should uniformly formulate various subsidy standards for schools, narrow the unreasonable income gap between schools, and give full play to the incentive function of performance pay.

Four. Post setting and employment of teachers

There are 79 in-service professional and technical teachers in our school this semester, all of whom have been brought into post management. There are 7 senior teachers, 58 first-class teachers and 4 second-class teachers/kloc-0. The school employs them according to different professional and technical positions and signs employment contracts with them. In order to fully mobilize the enthusiasm of teachers, it is suggested that the higher authorities should implement the "Setting and Employment Conditions of Professional and Technical Posts in Educational Institutions in Hanjiang District of Yangzhou City (Trial)" as soon as possible on the basis of investigation.

School performance evaluation annual work summary mode 2

In this year, I have always been strict with myself by the standards of a people's teacher, guided by the innovative education policy, and committed myself to teaching students well and making them develop in an all-round way, down-to-earth and working hard. In order to better carry out the work in the future, sum up experience and draw lessons, I will first summarize my achievements in ideological work this year as follows.

(1). Model sales salary performance appraisal scheme of the company (2) (2). Model of hospital performance salary bonus distribution scheme (2) (3). 202 1 Report on the Implementation of Performance Pay in Enterprises (2) (4). Implementation Plan of Performance Pay for Public Institutions 202 1 (3) (5). 202 1 Performance Pay Measures for Primary and Secondary School Teachers (VI). Full text of the detailed rules for the implementation of teachers' performance pay 202 1 (7). 202 1 (8) The latest assessment scheme for teachers' performance pay. 202 1 How much is the teacher's salary? Is there performance pay? (9).202 1 Does the minimum wage standard include performance pay (10).20 19 Xinjiang sick pay calculation and performance pay standard?

First, ideologically

Over the past year, I have never forgotten to strengthen ideological and political study everywhere. Be strict with yourself, set an example for comrades all over the country, and play an exemplary and leading role. Over the past year, I have never asked for leave, been late or been absent for any reason. Not afraid of hardship and fatigue, I always devote myself to my work with a hundred times enthusiasm.

Second, at work.

Over the past year, I have obeyed the distribution of school leaders and earnestly completed all the tasks assigned by the school. In teaching, I humbly ask the old teachers, carefully study the new syllabus, thoroughly understand the teaching materials, actively explore teaching ideas, flexibly apply some advanced teaching theories, scientific teaching methods and advanced modern teaching means to classroom teaching, and strive to cultivate students' cooperative communication ability, independent inquiry ability and innovation ability. In addition, I pay great attention to the accumulation of teaching experience while doing a good job in teaching. Publish teaching papers 1 article.

While doing a good job, I also don't forget to unite with comrades, respect leaders and colleagues, and treat every comrade sincerely.

In this year's work, I have been well received by school leaders, teachers and students. However, after inspection, there are also many shortcomings and problems that need to be corrected in the future. The main shortcomings are: first, the study of theoretical knowledge is still very lacking, and there are still lazy thoughts; Second, although I work hard, my personal ability needs to be improved, and my students' grades are not improving very quickly. In the future, with the help of school leaders and all comrades, I will strengthen my study, improve my working ability and take my thoughts and work to a higher level! ;