Vivid slogan of county management and school employment

The implementation of county-run school employment is mainly to activate the teacher employment system, implement a healthy competition mechanism, eliminate the fittest, get more for more work, and reward teachers with excellent work and high enthusiasm.

There is nothing wrong with the policy itself and the starting point is good, but there are still some problems in the implementation process.

First, there is an overall shortage of teachers in the county. The total number of teachers is insufficient. No matter which employment method is adopted, we must first ensure that the number of people is enough and fill the posts one by one, but if the posts are full, we can't guarantee the quality. This kind of employment is just a grinding circle. After all, everyone has a position, which has no practical significance at all.

Second, it is difficult to unify the criteria for teacher evaluation and employment. It is obviously unfair to evaluate and employ old teachers and young teachers under the same standard. In addition, there are great differences in evaluation and employment between schools. If there are differences, there will be comparisons, and if there are differences, there will be imbalances.

Third, the safeguard measures after the dismissal of teachers are not perfect. Especially some old teachers who have been teaching for a long time, have been teaching all their lives, but they were finally hired. Then, if these teachers are hired, how should they be treated? Reduce wages, reduce treatment, and let them participate in training before re-competing for posts? Is this appropriate?

Fourthly, there are many hidden and potential problems in completely transferring the employment right to schools. 1. The headmaster has too much power and is prone to corruption. Instead of mobilizing teachers' enthusiasm, it will dampen the enthusiasm of most teachers.

2. The conditions and standards of school employment are difficult to be unified and truly fair.

Because the situation of each school is different, there is also a big gap in strength, conditions and financial resources between schools.

For example, between county schools and township schools; Between township central schools and village-run primary schools; There are great differences between schools in towns with better economy and schools in remote and backward towns, so the employment conditions of teachers will be different.

There are some village-run primary schools. Due to poor conditions, remoteness and inconvenient transportation, many teachers simply don't want to go. So how do these schools hire teachers? In many places, left-behind teachers are sent directly. Imagine, can this guarantee the quality of education and teaching?

The starting point of the county management school employment policy is good, and there is nothing wrong with the policy itself. However, in the process of implementation, if there are no relatively perfect supporting measures and systems, it is inevitable that there will be such problems, which will not only arouse the enthusiasm of teachers, but will make people panic and affect the harmonious and benign development of county education.