From "Grade Six" Teachers to Performance Appraisal] Performance Appraisal and Performance Appraisal

A few days ago, my friend sent me a short message, which read: "A first-class teacher is a leader, eating and drinking Lazarus everywhere;" Second-level teachers do logistics and maintain people easily; Third-level teacher, smiling, drinking tea and water in the office; The teacher in Class Four is a physics and chemistry student, so he can go hiking on weekends. Fifth-class teachers talk a lot, but they get old early and die quickly; The teacher in Class Six is the head teacher, and no one asks the tired platform. "

In addition to laughing heartily, they are more amazed at the disadvantages of SMS, which gives every teacher a deep thinking about the current situation of education.

In many areas of our country, especially in many compulsory education schools, the phenomenon reflected by short messages is still relatively common. Come to think of it carefully, this short message actually reflects the problem of unbalanced workload and work pressure. It is precisely because of this imbalance that a series of "strange" phenomena have appeared among our teachers.

First, the reverse development of teachers' resources. In the whole educational development, teachers are always very important resources. The quality of teacher resources directly determines the development of school education. As the saying goes, "Man struggles upwards, while water flows downwards", I believe that every front-line teacher hopes that his career will be affirmed and his status will be improved. To put it simply, according to the values of normal people, whether it is economic interests or social status, university teachers should be at the top of the education pyramid, followed by high schools, and finally junior high schools, primary schools and even kindergartens (I don't mean to belittle junior teachers). However, the current education situation is that the welfare and affirmation of school teachers at all levels are often not directly proportional to their work intensity and pressure. Comparatively speaking, the work pressure of university teachers is much less than that of teachers in primary schools and kindergartens, and the most bitter is probably the teachers in junior and senior high schools. It is precisely because of this imbalance that a series of backflow phenomena have appeared in some fields of current teacher development. High school teachers want to teach in junior high school, junior high school teachers are willing to go to primary schools, and even primary school teachers are willing to go to kindergartens, so it is difficult to mobilize teachers' enthusiasm and initiative.

Secondly, teachers are eager for quick success and instant benefit. From the short message, it seems that "leadership" is a post that can not only gain fame and fortune, but also "eat, drink and be merry" and "run around". It is precisely because of these visible or invisible "benefits" that in almost every school, there are many "warriors" who sharpen their heads and climb up, not afraid of "high cold". As a result, it also breeds corruption in the pure land where education should be spotless. Even "buying officials",

"Selling officials" has become an open secret in some areas and schools. Teachers will take part-time jobs as their career goals. It is precisely because of this reason that in some areas and some schools, there has been an inversion of management, and people with low business ability have high business ability; Those who are good at flattery will take care of those who are practical and willing to work; People who have no ink in their chests will guide experienced people. Front-line teachers are upset and impatient, so it is difficult to devote themselves to their work.

Third, the number of teachers is overstaffed. The imbalance between teaching workload and teaching pressure directly leads to the failure to tap teachers' potential, arouse their work enthusiasm and even become a common phenomenon. Teachers with "beautiful appearance and sound" can't quantify their performance because they don't have such hard indicators, so they can only "drink tea and water in the office". Although the subject of "physics and chemistry" has to participate in one kind or another of assessment or appraisal, it seems that all levels of education departments are particularly good at this subject, such as homework and assessment, so it is reasonable to go for an outing on weekends. In contrast, teachers who are "outside the language" are not easy to be good because they belong to the key and basic subjects of cultural courses in terms of subject characteristics; Schools at all levels have set goals and unfinished tasks for the three subjects. Therefore, the teachers of these three subjects have no objection to "getting old early and dying quickly". What's more, he is a sixth-class class teacher, and his work is not just the workload of most individuals?

The fundamental way to change the above-mentioned "strange phenomenon" is to carry out the reform of teachers' performance appraisal, and the most important aspect of the reform of teachers' performance appraisal is the reform of teachers' performance salary. The author believes that the reform of performance appraisal, especially the reform of performance pay, should pay attention to the balance of three aspects.

1. Balance regional differences

Due to the unbalanced economic development in different regions, even the differences between adjacent districts and counties are often great. Faced with this situation, it is often difficult for a county to achieve a balance with neighboring counties only by its own economic strength. This requires the government, especially the municipal governments, to rationally allocate this part of the special funds for performance pay reform, try to balance the original disparity, eliminate people's impetuous psychology of comparing, and work with peace of mind.

Here we can take the situation in Zibo as an example to make a simple analysis. Among the "five districts and three counties" in Zibo, Zhangdian District and Linzi District have the strongest economic strength, while gaoqing county and Yiyuan County are relatively backward. Therefore, the salary difference of teachers with the same title in "two districts" and "two counties" is nearly 1,000 yuan. The difference of salary level directly leads to the disparity of innovation consciousness and work enthusiasm of frontline teachers. Therefore, the author thinks it is necessary to balance this aspect by this performance pay reform.

2. Balance the differences of disciplines

The purpose of performance system reform is very clear, that is, "more work and more gains, less work and less gains", "excellent work and less gains" and distribution according to work. From the perspective of subject setting, the workload of each subject is not the same, and even the gap is still relatively large. Judging from the subject setting of junior high school, there are five or six classes a week in one teaching class of basic courses such as Beyond Linguistics, while only two or three classes in courses such as Physics and Chemistry, Music and Physical Beauty. In addition, the explicit or implicit labor such as homework correction in Transcendental Linguistics is greater than that in Physics and Chemistry and Music and Physical Beauty, so in most schools, the teachers of Transcendental Linguistics are busy and tired.

In order to change the present situation, the author thinks: firstly, the education authorities should pay attention to coordinating the setting of disciplines, and more importantly, the school should further improve the performance appraisal system, further clarify the workload, task indicators, reward and punishment mechanisms of courses such as "physics and chemistry students" and "music and physical beauty", and mobilize the enthusiasm of teachers in these disciplines.

3. Balance work differences

For a school, every post setting is equally important. However, due to the different nature of work, the workload and work pressure of each position are different, and the workload of the class teacher is the heaviest. That is, for this reason, from several pilot areas of performance pay reform, class teachers have been placed in a prominent position. For other post personnel, it is also necessary for the school to clarify responsibilities and obligations, conduct fair assessment, and reasonably reward and punish. Really achieve "more work and more pay, better work and better pay".

There are high and low points, and there are no high and low points. The position in the theory of "Band Six" teachers will gradually fade with the reform of the new performance appraisal system. The reform of teachers' performance appraisal system will certainly contribute to the development of education under the current new situation and promote the leap-forward development of quality education.