School Performance Appraisal Rules

School Performance Appraisal Rules

In order to increase teachers’ work enthusiasm, improve teaching quality, and safeguard the interests of faculty and staff, it is necessary to formulate relevant performance appraisal systems. Below I have compiled the school performance appraisal rules for everyone, welcome to read and refer to them!

School performance appraisal rules

According to the "Guiding Opinions on the Performance Appraisal of Teachers in Compulsory Education Schools in Hubei Province" (E Cantonese Regulations) 2009〕No. 3), "Notice of the Provincial Department of Education on Further Improving the Performance Appraisal and Incentive Performance Salary Allocation of Teachers in Compulsory Education Schools" (E Jiaoren [2009] No. 4) and "Performance of Teachers in Compulsory Education Schools in Dongbao District" According to the spirit of "Implementation Measures for Assessment and Incentive Performance Salary Distribution (Trial)" Jingdong Jiaoren [2009] No. 18, in order to implement the performance salary distribution of our school's faculty and staff, safeguard the interests of the majority of faculty and staff, clarify the internal distribution policy, and combine it with the actual situation of our school , specially formulated the "Performance Salary Assessment and Incentive Performance Salary Allocation Plan for Faculty and Staff of Antuan Experimental School".

1. Guiding ideology

Guided by Deng Xiaoping’s characteristic theory, the important thought of Three Represents and the Scientific Outlook on Development, and based on the Education Law, the Compulsory Education Law and the Teachers Law as the legal basis , with the goal of promoting the scientific development of compulsory education and improving the quality of teachers, comprehensively implement the Party’s education policy, fully implement the State Council’s implementation rules on the payment of teachers’ performance wages, fairly and fairly evaluate teachers’ work, fully mobilize teachers’ enthusiasm, and promote comprehensive implementation Quality education, strive to improve the quality of education and teaching, and provide education that satisfies the people.

2. Assessment principles

1. Adhere to the principle of putting morality first and focusing on performance. Put teachers' ethics first and focus on teachers' actual performance and contributions in fulfilling their job responsibilities.

2. Adhere to the principle of "more work, more reward, good performance and good reward". The focus will be on front-line teachers, backbone teachers and other staff who have made outstanding contributions.

3. Adhere to the principle of combining qualitative and quantitative, process and results. Implement classified assessments according to positions, ensure fairness, fairness, and openness, strive to be scientific and reasonable, and maximize the enthusiasm of faculty and staff in teaching and educating people.

3. Assessment content and quantification

Performance salary consists of six aspects: teacher ethics, attendance, workload, education and teaching process, education and teaching effect, and teacher professional development. The assessment totals 100 points, including 5 points for teacher ethics, 10 points for attendance, 50 points for workload, 15 points for education and teaching process, 15 points for education and teaching effect, and 5 points for teacher professional development.

4. Scope of Assessment

All teachers on the job in the school. (The performance-based salary payment for principals shall be implemented in accordance with the spirit of district documents)

5. Assessment Leading Group and Assessment Form

1. Assessment Leading Group

Team Leader: Deputy Team Leader: Members: 2. Assessment form

The school establishes an assessment team, which is elected by the Teachers’ Congress. The assessment team conducts a quantitative assessment of each teacher according to the plan, and the assessment results (mainly presented in the form of points) are collected and announced by the assessment team.

6. Assessment rules

(1) Teacher ethics (5 points)

(1) Actively participate in political business studies and activities organized by the school and record them There are study notes. 0.5 points

(2) Educate students to love the party, love the motherland, love socialism, and love the school. 0.5 points

(3) Caring for and caring for students, teaching and educating, and no corporal punishment or disguised corporal punishment of students. 0.5 points

(4) Care about school work, maintain the school’s reputation, and do not do anything detrimental to the interests of the school. 0.5 points

(5) Obey school work assignments, implement school decisions, unite comrades, and help others.

0.5 points.

(6) Do not leave your post during work, do not chat, and do not do anything unrelated to education and teaching. 0.5 points.

(7) Do not wear fancy clothes, do not wear jewelry, do not use mobile phones in class, etc. 0.5 points.

(8) There are no illegal fees, no arbitrary subscription of student learning materials, and no paid tutoring. 0.5 points.

(9) In the teacher ethics assessment, the grades for pacesetter, activist, and qualified were 0.5, 0.4, and 0.3 points respectively.

(10) Seriously abide by the "Code of Professional Ethics for Primary and Secondary School Teachers" and the "Ten Prohibitions for Teachers in Dongbao District". The satisfaction rate of teaching evaluation is 0.5, 0.4 and 0.3 points respectively for 95 and above, 90 and 80 and above.

(2) Attendance (10 points)

(1) Full attendance every month----------attendance includes going to work and participating in training (with classes (Except teachers), 10 points for public welfare activities and meetings, etc.

(2) 5 points will be deducted for being absent from work for half a day, and 10 points will be deducted for being absent from work for one day.

(3) 2 points will be deducted for being late for class or leaving early.

(4) One point will be deducted for each time you forget to sign in at work, and 2 points will be deducted for each time you sign on your behalf.

(5) One point will be deducted for half-day leave, and 2 points will be deducted for one day’s leave.

(6) One point will be deducted for each personal leave for study and training, charity activities and meetings.

(7) Teachers’ leave for marriage, funeral, maternity, sick leave and other leave shall be in accordance with relevant national regulations.

(8) If you take leave due to long-term illness or other matters, performance wages will be paid according to relevant documents from the superior.

(3) Workload (50 points)

1. Class workload coefficient:

Junior high school physics, chemistry, and biology (including laboratory technicians), Language, mathematics, foreign language: 1.4/section, politics, history, geography: 1.3/section, body, music, beauty, information, school-based, comprehensive, etc.: 0.9/section; Chinese and mathematics for grades 1 to 5 of primary school: 1.2/section, Primary school English: 1.1/section, science: 1.1/section (including laboratory assistant), sixth grade Chinese and mathematics: 1.3/section, morning and evening self-study 1.3/section, others 0.9/section.

2. Class quota coefficient: 1.0 for less than 40 people, 1.05 for 41-45 people, 1.10 for 46-50 people, 1.15 for 51-55 people, 1.20 for 56-60 people, 1.25 for 61-65 people. 66-70 is 1.30 (and so on).

3. The workload of the school accountant and dormitory administrator is calculated based on the school’s average class hours (16 class hours).

4. Additional workload:

Teaching and Research Team Leader: 4 Canteen Cashier: 4 Canteen Accountant: 4 Canteen Purser: 4 Computer 3 Remote Management: 4 Morning Training: 5 Academic Assistant: 4 Newspaper delivery and reception: 2 Physics, chemistry, and biology instrument storage: 1 Printing: 5 Book management: 2

Primary school leader 3 (limited to 5 people)

5. Management workload

The workload of the school principal is included in the performance appraisal. The ratio of the total performance salary to the average performance salary level of teachers in the school is determined according to the standard of within 1.5:1, and is assessed by the district education bureau's special assessment class in accordance with the "Implementation Measures for the Performance Salary Assessment of School Principals in the District".

The workload of other middle-level and above-level cadres in the school will be included in the performance appraisal. In principle, the workload of middle-level cadres is determined according to about 55% of the basic workload of teachers in the school, which is 9 class hours, and the workload of cadres at the deputy school level and above is about 65% of the basic workload of teachers in the school, which is 11 class hours. The workload of the head teacher is included in the performance appraisal. The workload is approximately 50% of the basic workload of teachers in this school, which is 8 class hours.

6. Reference hours of full workload for classroom teachers per week: (Based on the provisions of E-Zheng Document No. 2001112, combined with the actual situation of our school. The full weekly workload (average workload) of middle school teachers is 16, and that of primary school teachers is 16 hours. The full workload per week is 18.

Teacher’s personal workload score = teacher’s actual weekly workload? Teacher’s full weekly workload? 50 points

(4) Education and teaching process (15 points)

1. 2 points for lesson preparation

Prepare lessons as required. At least 4 or more lesson plans per month require writing of teaching postscripts; each lesson has a blackboard design, and 2 points will be deducted for each missing link.

2. 2 points for attending class

(1) Refuse to attend class without a case, 1 point will be deducted once found;

(2) Use audio-visual teaching at least once a month 2 times, 1 point will be deducted for missing one time, no points will be deducted due to power outage or computer failure;

3. 1 point for tutoring efficient.

4. 2 points for correcting homework

Primary school Chinese: Grades 1 to 2 should have homework no less than 12 times a month; Grades 3 to 6 should have homework no less than 8 times a month. Compositions should be reviewed no less than twice a month, and all essays should be reviewed and revised. Each student should have an accumulation notebook, and the teacher would review the essays once a week.

Primary school mathematics: Grades 1 to 4 should have homework no less than 16 times a month; grades 5 to 6 should have homework no less than 20 times a month.

Primary school English: Grades 4 to 6 should have no less than one dictation per unit and no less than one homework per unit.

Junior high school Chinese: 4 essays per month, 2 major and 2 minor. All major essays must be revised. The homework assignments every month should not be less than the number of lessons required, and all the assignments must be revised. Accumulation and application (including diary, weekly diary, and excerpts) will be reviewed by the teacher at least once a week.

Junior high school mathematics: Homework is given 20 times a month, and all assignments are corrected. Extracurricular training is encouraged, focusing on special topics and forming a series in one semester.

Junior high school English: There is a special dictation book, once a week, homework 12 times a month and one essay a week. Teachers are required to prepare lessons with guidance on writing methods, and all homework must be fully revised.

Physics, Chemistry, Political History, Geosciences: No less than 2 homework assignments per unit, must be done if required by the exercise book, and must be revised in full.

1 point will be deducted for missing exercises in all subjects or for failing to correct them once. For major essays, 1 point will be deducted for missing exercises once. Homework records should be recorded at least twice a week for major subjects and at least once for primary subjects, but 1 point will be deducted for each time.

5. 2 points for the exam

For monthly exams, mid-term exams, final exams, etc., the scores should be assessed and recorded in time after the exam, and the quality analysis should be written and submitted in time. This assessment is directly assessed by the Teaching Office as a hand-in task.

6. Research evaluation 4 points

(1) Listen to and evaluate classes 4 times a month, and leaders in charge of teaching and scientific research at least 5 times a month. (1 point)

(2) The teacher’s blog should be enriched every month, with at least one article pushed to the group. (1 point) The teaching and research team leader should publish at least one topic every month, (in the first week of each month 4 points will be deducted for not posting the topic) Teachers will post and participate in seminars at least twice a month. (2 points)

7. Others

(1) 5 points will be deducted once if the leading teacher is not in class; 5 points will be deducted once if there is a violation of the teaching behavior regulations; 5 points will be deducted if there is any violation of the teaching behavior regulations; 5 points will be deducted for each class adjustment.

(2) If a teacher uses corporal punishment or disguised corporal punishment on a student, 10 points will be deducted for each incident that causes adverse effects.

(3) If the task assigned by the Teaching Office is not handed in in time, 2 points will be deducted.

(4) If the teaching and research team leader’s assessment is inaccurate for more than 2 people (including 2 people) during a random inspection by the Teaching Office, 5 points will be deducted from the teaching and research team leader.

(5) Education and teaching effect (15 points)

1. Examination results

According to the school quality reward and punishment plan, the teaching office will calculate and evaluate the second best , good, medium, and poor, each worth 15, 11, 7, and 0 points respectively

2. For student tutors who participate in subject competitions and sports competitions organized by the education authorities and win prizes, they will be rewarded in the following ways: National The first, second and third prizes at the provincial level are awarded 5, 4 and 3 points respectively; the provincial level is awarded 4, 3 and 2 points respectively; the municipal level is awarded 3, 2 and 1 points respectively; the district level is awarded 2, 1 and 0.5 points respectively. .

3. Participate in open classes, basic skills competitions, etc. and win the first, second, and third prizes at the municipal level, with 4, 3, and 2 points awarded respectively; those at the district level will be awarded 3, 2, and 1 points respectively. Levels are awarded 2, 1, and 0.5 points respectively.

4. Participate in the competition of educational and teaching papers, cases, teaching plans, teaching aids, courseware and other competitions organized by the education authorities at or above the district level or publish education and teaching papers in publications or newspapers edited by the education authorities. Teachers will be rewarded in the following manner: the first, second and third prizes at the national level will be awarded 6, 5 and 4 points respectively. The provincial level awards 5, 4, and 3 points respectively; the municipal level awards 4, 3, and 2 points respectively; and the county level awards 3, 2, and 1 points respectively. (0.50% off for award-winning papers) 4 and 2 points will be added for newsletter reports on the city and district respectively, (0.50% off for Internet stations) Each person is limited to one article.

5. Class Teacher Award

Class Teacher Award (assessed monthly). Please refer to the assessment rules of the Political and Education Department and the Safety Department for the assessment details. After the assessment, the scores will be 10 and 8 respectively for excellent, good and qualified. , 6 points. For non-class teachers, the Political and Education Department and the Safety Department will organize a moral education assessment for all employees. After the assessment, 3, 2, and 1 points will be recorded for excellent, good, and qualified respectively

(6) Teacher professional development (5 points)

Focus on assessing teachers’ ability to expand their professional knowledge and improve their education and teaching abilities. It mainly includes teachers’ participation in professional knowledge and skills training, completion of prescribed continuing education tasks for teachers, participation in teaching research, etc.

(1) If the effective training assessment is excellent, good, or qualified, 1, 0.8, and 0.5 points will be added respectively.

(2) Participate in activities organized by the district or school to improve your professional quality on time. Those who obtain a passing grade will be awarded 1 point.

(3) Actively participate in independent training and complete no less than 1 original educational blog post every month, which will be worth 1 point.

(4) 1 point will be awarded for having a personal teacher professional development plan, documented and effective.

(5) Completion of continuing education tasks within this cycle and passing grades will be worth 1 point.

7. Assessment methods and procedures

(1) Assessment methods

1. Teacher performance assessment will combine monthly assessments with final periodic assessments. The monthly assessment content includes attendance, education and teaching process, and the monthly average score is calculated at the end of the period to participate in the final assessment. The four items of teacher ethics, workload, education and teaching effectiveness, and teacher professional development are assessed once per period. The final assessment of the next semester will be conducted in conjunction with the annual assessment of public institutions.

2. The assessment of school management personnel and service personnel shall be carried out with reference to the assessment methods of teachers. Personnel with multiple job responsibilities will be assessed separately based on their positions, and then their assessment results will be calculated based on a certain proportion.

(2) Assessment procedures

1. The division of labor in collecting and organizing assessment data is as follows: the Political and Education Office is responsible for the class teacher; the office is responsible for attendance and teachers’ personal achievements; the Teaching Office is responsible for the education and teaching process, Educational teaching effect and workload; the teaching department is responsible for teachers’ professional development; the trade union is responsible for teachers’ ethics. Before the end of the semester, all materials must be completely classified and handed over to the special assessment class, which will conduct quantitative assessment, summary, and public announcement in accordance with the detailed rules.

2. The final assessment shall be conducted according to the following procedures:

1. Work report. The person being assessed will conduct a self-evaluation, write a personal summary of the semester's work, and report on their work at the school.

2. Preliminary evaluation.

Teachers will be initially evaluated by their grade group or subject group, and staff in other management positions and work skills positions will be initially evaluated by their departments.

3. Wait. The special assessment class determines the scores according to the school's assessment rules, and formulates assessment grades according to positions.

4. Public announcement. The assessment results will be announced in the school. The publicity period is generally 5 working days.

5. Review. After the assessment results are evaluated by the school, they will be reported to the district education bureau's special work class for review and confirmation according to procedures. If faculty and staff have different opinions on the assessment results, they can appeal to the school assessment class and the higher education administrative department through normal channels.

8. Determination and use of assessment results

(1) Determination of assessment results

The school determines the performance assessment score of each faculty member and in accordance with the current year The requirements for the assessment work of public institutions are determined as outstanding, qualified, basically qualified, and unqualified. Those who have any of the following circumstances will be directly determined to be unqualified in the assessment:

1. Those who disobey the school work arrangements without justifiable reasons;

2. Those who violate the "Professional Regulations for Primary and Secondary School Teachers" "Code of Ethics", corporal punishment or disguised corporal punishment of students, discrimination and humiliation of students; engaged in paid tutoring, organizing or participating in paid classes; forcing or disguised forcing students to abuse supplementary teaching books or materials; causing serious impact;

3. Those who fail to perform their duties and have serious educational and teaching errors or major safety accidents;

4. Those who express their demands in illegal ways, interfere with the normal education and teaching order, and harm the interests of students;

5. Others who violate laws and regulations or seriously violate school rules and disciplines, damaging the image of teachers and the reputation of the school.

6. Those involving one-vote veto matters such as family planning, comprehensive social security management, party style and clean government construction, and safety management stipulated by superiors.

(2) Use of assessment results

Performance assessment results are the main basis for teachers’ annual assessment. In principle, schools report teachers’ performance evaluation grades to public institutions’ annual assessment grades.

Performance appraisal results are the main basis for performance salary distribution. The performance pay of teachers in compulsory education schools is divided into basic performance pay and incentive performance pay. Among them, basic performance salary mainly reflects factors such as regional economic development level, price level, job responsibilities, etc., accounting for 70% of the total performance salary of the school, and is generally paid on a monthly basis. Each school will make a list based on the positions (teaching positions, management positions, and work and service positions) employed by teachers and in accordance with the "Dongbao District Compulsory Education School Staff Rank (Position) Performance Salary Standards" and then submit them to the district education bureau's assessment work special class for review. , and then approved by the District Personnel Bureau, District Organization Office, and District Finance Bureau, and finally the Finance Bureau directs it to the teacher’s personal salary bank account; incentive performance salary mainly reflects factors such as workload and actual contribution, accounting for 30% of the total performance salary of the school. . It is calculated according to the relevant formula of performance salary assessment and is paid on a semester basis in principle.

The results of performance appraisal should also be used as an important basis for teacher professional development, job appointment, job promotion, teacher salary adjustment, recognition and rewards, etc.

(3) In any of the following circumstances, incentive performance pay shall not be issued.

1. The performance appraisal is unsatisfactory.

2. Off-the-job study and retirement.

3. Sickness and personal leave exceed relevant national regulations.

(4) Regulations on the payment of incentive performance wages for borrowed, temporary training and teaching staff.

With the approval of the district education bureau, those who are borrowed, employed for training or support teaching will be assessed by the unit where the job is located, and the assessment results will be fed back to the unit where they have staffing and salary relationships, and the unit where they have staffing and salary relationships will be based on the assessment results. Performance wages are paid, and the payment level refers to the level of similar personnel in the unit where the employee's establishment and wage relationship are located.

9. Methods for Allocation and Payment of Incentive Performance Salary

Incentive performance salary will be approved and paid twice per semester (last semester, next semester).

(1) Approval of incentive performance pay

1. Preliminary approval. Each school will organize an assessment based on the performance appraisal and incentive performance salary distribution methods formulated by the school to determine the amount of incentive performance salary for each teacher. The calculation formula is as follows:

Teacher’s individual incentive performance salary =

Total school incentive performance salary

School-wide teacher performance appraisal score

　?Teacher’s individual performance appraisal score

At the end of each semester, the school will record the details of the individual teacher’s incentive performance salary for the semester.

2. Public announcement. The school will publicize the details of the incentive performance salary of its teachers this semester within the school. The publicity period is generally 5 working days.

3. Approval. The school will submit the detailed list of incentive performance wages to the District Education Bureau for review and approval after no objections are publicized. After approval, the detailed statement of incentive performance wages of each school will be reported to the District Personnel Bureau and District Finance Bureau for filing.

(2) Payment of incentive performance wages

The District Finance Bureau will pay the total amount of the school's incentive performance wages to the school account in one go in accordance with the standards for filing and approval (in principle, every semester has a holiday (in the first half of the month), the school will pay the teachers’ individual incentive performance salaries into their personal bank accounts in accordance with the approval standards.

After the implementation of performance pay, retired faculty and staff of compulsory education schools will enjoy living allowances in accordance with relevant national regulations. The teaching age allowance, special teacher allowance, female employee health allowance, and only child health care allowance for current staff shall be implemented in accordance with relevant regulations and shall not be included in the total performance salary.

10. Others

1. This plan has been approved by the faculty representatives of the whole school and will be implemented after being reported to the superior for filing. The right of interpretation lies with the performance leadership group.

2. Unfinished matters shall be decided by the performance appraisal team.