What do you think of the full implementation of "county management and school employment" this year?

Seeing this problem, I have many questions in my heart. These problems need to be solved through concrete implementation. So I looked it up online.

20 14 the Ministry of education, the Ministry of finance and Ministry of Human Resources and Social Security jointly issued a document, namely "opinions on promoting the exchange and rotation of principals and teachers in county (district) compulsory education schools", demanding that the construction of compulsory education teachers be comprehensively promoted? County management school employment? Management reform. On June 20 15, the General Office of the State Council issued the Support Plan for Rural Teachers (20 15-2020). County management school employment? Emphasize reform.

The country will implement compulsory education teachers in 2020? County management school employment? Management reform.

The basic plan is: teacher establishment, total control; Teachers' posts, scientific use; Teacher appointment, competition for posts. ?

How to implement it? On the Internet, I found a copy of "Cixi City, Zhejiang Province on promoting teachers? County management school employment? Opinions on the implementation of management reform. I probably understand what's going on.

0 1 ? County management school employment? General process target: faculty and staff of public primary and secondary schools in the county.

The first step, the county audit: according to the ratio of teaching staff to students and the ratio of teaching staff to classes, the teacher establishment is approved, and teaching assistants and logistics personnel are no longer included in the teacher establishment.

The second step is to determine posts according to the establishment: the number of posts is determined according to the number of posts of faculty and staff and the distribution of disciplines.

The third step, job competition:

1 round of intra-school competition, the number of competitive positions must be less than the number of applicants. Reserve some positions for other schools to compete for teachers across schools. Backbone, teaching, retirement in recent three years, pregnancy, serious illness and the object approved by the Education Bureau are renewed in the original school.

After the second round of competition in the district, after the 1 round of competition, the county education bureau will uniformly summarize the vacant positions, and the teachers who competed for 1 round will compete for employment.

The third round of overall adjustment, the second round of teachers who have not yet competed for employment are uniformly adjusted by the county to vacant positions.

Teachers who do not obey the adjustment shall be treated as waiting for posts. Pay 50% of the basic salary at most in the first year, and enjoy no other rewards except attendance award. In the second year of waiting for the post, one post level will be lowered. Those who fail to compete for posts within two years or fail to pass the annual examination shall terminate the employment contract.

Teaching assistants and logistics personnel will no longer be promoted to the post level of teachers, and their salaries will be re-determined.

02 ? County management school employment? Doubt 1. How to ensure the fairness in the competition process when the current credit mechanism and legal system are not perfect?

County management school employment? The core of the whole mechanism is the competition among schools.

Is there any position that may be specially taken care of when it is in the preset position?

How to ensure the fairness of the judges' scoring? If the judge is the leader of our school, is there any mutual affection? If you directly hire judges from other counties? Is there any black-box operation?

In the second round of regional competitions, were any teachers hired in the first round given special care and promotion?

Second, how to evaluate the survival of the fittest?

For the competition once every three years, should it be completely restarted, or should the assessment results be maintained within three years? Although the assessment score consists of four parts: morality, ability, diligence and achievement, the actual core assessment basis is achievement. This performance evaluation mechanism of survival of the fittest will inevitably further aggravate teachers' strict time management of students and strengthen homework training. Therefore, this competitive employment mechanism intensifies the examination-oriented education, which runs counter to the current direction of quality education reform in China.

Third, the greatest significance of county management and county employment is to promote the balance of teachers in the county. But from the implementation details, the efforts to ensure the balance of resources are not great?

First, schools compete for jobs. The result of this step is that the schools with good location and good treatment in the county basically don't move. Basically, teachers who are honest, old, weak and disabled and have no teaching ability are employed. These teachers will flow down step by step. At the same time, good teachers in suburban schools and rural schools will also try to flow to county central schools.

As a result, schools with few teachers in the past, in addition to being very remote, will also flow into several teachers who are left behind. Isn't the gap between rural schools and county schools widening? Can it be said that the county has hired more teachers than the best teachers in rural schools?

Fourth, because it is a county-wide flow, it is inevitable that some teachers will flow to posts far from home. How to solve the problem of teachers' work-family balance? Can paying a few hundred dollars a month make up for the shortcomings at home?

5. Schools are not factories, teachers are not workers and students are not products. The normal development of a school mainly depends on the long-term cultural accumulation of the school under the leadership of the school principal. How can the three-year flow effectively realize the accumulation of campus culture?

03 ? County management school employment? Advantages: First, it promotes the flow of teachers throughout the county and plays a certain role in the balance of educational resources in the county.

Because the number of teachers in 1 round is less than the number of teachers, some teachers will be hired. These teachers who failed in the 1 round will compete in the second round in other schools in the county. The second round of re-employment is uniformly adjusted by the county education bureau. This has a certain supporting role for teachers in rural primary schools that are particularly backward. However, because most teachers with strong teaching ability still stay in their original schools, this kind of competition will not play a great role in the balance of teachers' resources in the county.

Second, the allocation structure of teachers' resources in each school is relatively optimized.

Because the system is to set up posts in advance and employ people according to posts. So as to optimize the allocation of teachers' resources in different positions in the school. In particular, it will play a greater role in helping schools that lack teachers in certain disciplines.

Thirdly, the survival of the fittest mobilized teachers' teaching enthusiasm. However, the corresponding will also bring harm.

Because it is a competitive post, the number of posts is less than that of competitive teachers, which will inevitably stimulate teachers to grasp the teaching results and greatly mobilize their teaching enthusiasm. At the same time, the teacher withdrawal system has been established, which also has a great warning effect on teachers. It has greatly improved the situation of teachers' laziness.

Fourth, logistics and auxiliary teaching staff are no longer included in the teacher establishment, which reduces the teacher establishment and reduces the educational financial pressure of local government departments.

County management school employment? The system will no longer include logistics and teaching AIDS in the teacher establishment and will no longer enjoy the treatment of teachers. Thereby reducing the teacher establishment. Because these people are transferred from teachers, the treatment is definitely lower than that of teachers. Therefore, it also saves financial expenditure for the local government.

04 ? County management school employment? In my opinion, the greatest significance of county management and employment for county education is to solve the problem of the balance between urban and rural teachers. Essentially, it is to solve the problem of lack of teachers in rural areas.

I think this? County management school employment? It is better for government departments to formulate a system, in which the vice principals of each school in the county will lead three or four outstanding teachers to a rural school and take root for three to five years to help, assist and promote the development and progress of the teaching level of rural school teachers. The effect may be more significant.