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Notice on Printing and Distributing the "Opinions on Promoting the Management of Post Appointment Management for Primary and Middle School Teachers in Quanzhou (Trial)"
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Education Bureau of Quanzhou City

Office of the Organization Committee of the CPC Quanzhou Municipal Committee

Human Resources and Social Security Bureau of Quanzhou

199Quanjiao Ren [ 2017 ] No. 199

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Quanzhou Education Bureau   Office of the Organization Committee of the CPC Quanzhou Municipal Committee  

About the Quanzhou Human Resources and Social Security Bureau

Management Opinions (Trial) Notice

Counties (cities, districts) Education Bureau, Compilation Office, Human Resources and Social Security Bureau, Quanzhou Economic and Technological Development Zone Social Affairs Bureau, Party Affairs Department, Education and Cultural Tourism Bureau of Taiwan Businessmen Investment District, Party and Mass Work Department, Municipal Schools (Units):

In order to fully mobilize the creativity and enthusiasm of the majority of teachers, further improve the employment system of professional and technical posts for primary and secondary school teachers, and establish a job appointment system that can "up, down, enter, and exit". The Quanzhou Human Resources and Social Security Bureau jointly formulated the "Opinions on Promoting the Management of Employment of Teachers in Quanzhou Primary and Middle Schools (Trial)", and now the "Opinions on Promoting the Management of Employment of Teachers in Quanzhou Primary and Middle Schools (Trial)" 》 Issued to you, please implement it in accordance with the actual local conditions.

Quanzhou Education Bureau     Office of the Organization Committee of the CPC Quanzhou Municipal Committee

Human Resources and Social Security Bureau of Quanzhou

6 28 June 28 , 2017

On promoting the employment of teachers in primary and secondary schools in Quanzhou

Management opinions (trial)


号)、《国务院关于加强教师队伍建设的意见》(国发〔 201241号)、《专业技术人员继续教育规定》(中华人民共和国人力资源和社会保障部令第25号)、《福建省人民政府办公厅关于深入推进义务教育均衡发展的意见》(闽政办〔 2012201号)、《福建省教育厅关于加强中小学教师专业技术职务聘后管理的意见》(闽教人〔 201422号)等文件精神,为了充分调动广大教师的创造性和积极性,进一步完善中小学教师专业技术职务聘任制度,建立“能上能下、能进能出”的岗位聘任制度,现就推进泉州市中小学教师岗位聘任管理工作,提出以下意见。 According to the "Education Law", "Teacher Law", "Public Personnel Management Regulations" (State Council Order No. 652 ), "State Council Opinions on Strengthening the Construction of Teachers" (Guo Fa [ 2012 ] No. 41 ), "Professional and Technical Personnel" Provisions on Continuing Education (Decree No. 25 of the Ministry of Human Resources and Social Security of the People's Republic of China), Opinions of the General Office of the People's Government of Fujian Province on Further Promoting the Balanced Development of Compulsory Education (Fujian Office [ 2012 ] No. 201 ), Fujian Provincial Education Department's Opinions on Strengthening the Management of Professional and Technical Posts for Primary and Middle School Teachers (Min Jiao Ren [ 2014 ] No. 22 ) and other documents, in order to fully mobilize the creativity and enthusiasm of teachers, further improve the professional and technical post employment of primary and secondary school teachers. System, the establishment of "can go up and down, can go in and out" position employment system, now to promote the management of Quanzhou elementary and middle school teacher post employment management, put forward the following opinions.

I. scope of application

In-service teachers who are employed in the posts of high, middle, and junior teachers in ordinary primary and secondary schools, secondary vocational schools, special education schools, and kindergartens (hereinafter referred to as "primary and middle schools").

Work goals

With the goal of building a modern school, improve the "county-managed school" teacher management system, straighten out the duties and powers of the education administration department on the construction of the teacher team, improve the school's independent employment system, build a scientific and orderly teacher position recruitment mechanism, and break the profession Tenure for technical positions. 年时间基本实现全市教师聘用、考核、管理、退出的制度化、常态化, 20172018年开展教师岗位聘任管理和退出机制实施试点工作; 2019年总结经验、扩大试点范围; 2020年全面推行,建立中小学教师岗位聘任新机制。 It takes 4 years to basically realize the institutionalization and normalization of the city's teacher recruitment, assessment, management, and withdrawal. In 2017-2018 , we will carry out pilot work on the management and withdrawal mechanism of teacher positions; summarize the experience in 2019 and expand the scope of the pilot; comprehensive in 2020 Promote and establish a new mechanism for the recruitment of primary and secondary school teachers.

Work content

38号)等有关文件精神,每学年初市、县机构编制部门会同教育部门以学校(教学点)为单位核定本辖区所属中小学教职工编制数或人员规模控制数;人社部门依据编制数或人员规模控制数,核定本辖区所属中小学教职工岗位设置总量及其结构比例(其中幼儿园保育员、炊事员不纳入岗位设置总量);教育行政部门在人社部门核定使用的岗位总量及结构比例内,负责统筹配置;学校根据教育行政部门分配的编制或人员规模控制数和岗位职数,按照“按需设岗、按岗聘用、竞聘上岗、合同管理”原则和有关规定自主开展教师聘用管理和考核工作,探索教师聘用、考核、管理、退出新机制,建立“能上能下、能进能出”的教师岗位聘任制度。 In accordance with the spirit of relevant documents such as the Minutes of the Coordination Meeting on Municipal Education-related Work (Minutes of Special Meetings of the People's Government of Quanzhou [ 2016 ] No. 38 ) and other relevant documents, each city and county institution preparation department together with the education department takes the school (teaching point) as the unit Check the establishment or staff size control of the primary and secondary school affiliated schools under their jurisdiction; the human resources department based on the establishment or staff size control number, check the total number of faculty and staff positions and their structural ratios (including kindergarten nurses, The cooks are not included in the total number of posts); the education administration department is responsible for overall allocation within the total number of posts and the structural proportion approved by the human and social departments; Independently carry out teacher employment management and assessment in accordance with the principles of "setting posts on demand, hiring on job, competing for employment, contract management" and related regulations, exploring new mechanisms for teacher employment, assessment, management, and exit, and establishing "capable, competent, competent "In and out" teacher position appointment system.

4. Basic requirements for teachers to perform their duties

22号)、《福建省人力资源和社会保障厅福建省教育厅关于印发<福建省深化中小学教师职称制度改革实施方案>的通知》(闽人社文〔 2016142号)及《关于印发<福建省中等职业学校教师水平评价标准条件(试行) >的通知》( 闽教人〔 201481号)规定的职务要求,履行所聘教师岗位的相应职责,各县(市、区)和市直有关学校(单位)可在此基础上制定符合本地(本校)实际的履职要求。 Primary and secondary school teachers are in accordance with the Opinions of the Fujian Provincial Department of Education on Strengthening the Management of Professional and Technical Posts for Primary and Middle School Teachers (Minjiao Ren [ 2014 ] No. 22 ), and the Fujian Provincial Department of Human Resources and Social Security Notice of Fujian Province to Deepen the Implementation Plan for the Reform of the Title System of Teachers in Primary and Middle Schools (Min Renshe Wen [ 2016 ] No. 142 ) and the Notice on Printing and Distributing the Standards and Conditions for the Evaluation of Teachers in Secondary Vocational Schools in Fujian Province (Trial) > Fujian Teachers [ 2014 ] No. 81 ) to fulfill the corresponding duties of the teacher positions employed, and the counties (cities, districts) and relevant schools (units) directly under the municipality can develop performances in line with the actual local (our school) Job requirements.

V. Assessment of teacher positions

(I) Evaluation methods of post employment

146号)文件规定,实行年度绩效和聘期考核相结合。 According to the "Fujian Provincial Implementation Measures for the Evaluation of Staff in Public Institutions (Trial)" (Min Ren Fa [ 2004 ] No. 146 ) document, the annual performance and employment period assessment are combined.

开展教师聘任考核工作。 The school should formulate a scientific assessment index system and assessment plan for the appointment of teachers, adopt a combination of qualitative and quantitative methods, and carry out the assessment of teacher appointments after it has been approved by the Teachers' Congress. )实施考核工作。 When organizing the assessment, a teacher-appointed assessment working group composed of school leaders, union representatives, and front-line teacher representatives (of which no less than one-third of the front-line teacher representatives) should conduct the assessment.

The assessment of school teachers' employment is based on the assessment of the employment period, and comprehensively evaluates the teacher's moral performance, performance, and work performance during the employment period. 年。 Teachers are usually hired for 3-5 years.

Teachers who have reached the legal retirement age during the employment period shall be assessed on the basis of annual assessment and shall not participate in the assessment during the employment period.

(II) Evaluation level of post employment

。 The assessment results of the employment of primary and secondary school teachers are divided into four grades: excellent, qualified, basically qualified, and unqualified, with the outstanding grade ratio not exceeding 20% . The assessment of teachers 'appointments should focus on the assessment of teachers' political ideology and professional ethics, and implement "one-vote rejection of teacher ethics". If teachers violate behaviors of teacher ethics, in accordance with the "Measures for Dealing with Violations of Professional Ethics of Primary and Middle School Teachers", Ministry of Human Resources and Social Affairs If the circumstances are serious, the assessment of employment period shall be determined as unqualified.

(3) Evaluation results and their application

The results of the assessment serve as an important basis for regular registration of teacher qualifications, post appointments, job promotion, performance pay distribution, and recognition awards. Excellent employment period assessment, priority consideration under the same conditions in renewal, promotion, and recognition of rewards; qualified assessment during the employment period, as a necessary condition for renewal, promotion of employment; basic assessment in the employment period, not as a promotion and recognition of rewards The recommended candidates are determined according to the specific circumstances; if the assessment during the employment period is unsuccessful, they shall be lowered and adjusted to non-teaching positions until they are dismissed. Various places and schools can combine with local or local schools to give appropriate human care to teachers suffering from major diseases.

6. Safeguard measures

(I) Strengthen organizational leadership

精心制定方案,认真组织实施,确保中小学教师聘任管理工作取得实效。 Departments of education, staffing, social and social affairs shall effectively strengthen the organization and leadership of teacher post employment, improve the leadership institutions and working mechanisms, strengthen the implementation of responsibilities , elaborate plans, organize and implement carefully, and ensure that the employment management of primary and secondary school teachers achieves effective results.

(2) Creating a harmonious environment

Establish a correct public opinion orientation, create a good working atmosphere, guide the majority of teachers to raise awareness, strive for the understanding and support of schools, teachers and all walks of life, effectively protect the legitimate rights and interests of teachers, sum up and vigorously promote advanced models and successful experiences in a timely manner, and further stimulate teacher enthusiasm and Initiative.

(3) Strengthen guidance and advance

The county-level education, establishment, human society and other departments and relevant schools should, in accordance with the local and local school's actual situation, study and formulate specific implementation opinions, coordinate and solve related problems in a timely manner, and actively and steadily push forward the work.

The post management of teaching and research, electrification education and extra-school education institutions can be implemented with reference to this opinion.

2014 22 号) Attachment: Fujian Provincial Department of Education's Opinion on Strengthening the Management of Professional and Technical Post-employment of Primary and Middle School Teachers (Min Jiaoren [ 2014 ] No. 22 )

Quanzhou Education Bureau       Office of the Organization Committee of the CPC Quanzhou Municipal Committee

Human Resources and Social Security Bureau of Quanzhou

6 28 June 28 , 2017

annex

Fujian Provincial Department of Education on strengthening primary and secondary school teachers

Opinions on post-employment management of professional and technical positions

22号 Minjiao People [ 2014 ] No. 22

Each district, city, county (district) education bureau, Pingtan comprehensive experimental zone social undertaking bureau:

In order to further improve the system for the appointment of teachers in primary and secondary schools, establish an incentive mechanism for the appointment of teachers that can increase or decrease positions, and increase or decrease treatment, to fully mobilize the enthusiasm and creativity of teachers, in accordance with the "Kindergarten Teacher Professional Standards (Trial)" , "Professional Standards for Primary School Teachers (Trial)", "Professional Standards for Middle School Teachers (Trial)", "Professional Standards for Teachers in Secondary Vocational Schools (Trial)" and the Fujian Provincial Department of Education, Personnel and Finance In the spirit of the "Implementation Opinions on the Reform of the Personnel System", we now offer the following opinions on strengthening post-employment management of the professional and technical positions of teachers in primary and secondary schools in our province (hereinafter referred to as "teacher positions").

I. scope of application

The province's ordinary primary and secondary schools, secondary vocational schools, special education schools, and kindergartens (hereinafter referred to as "primary and middle schools") are employed on-the-job teachers who are employed as senior, middle, and junior teachers.

Performance requirements

Teachers in primary and secondary schools shall perform corresponding duties according to the requirements of the positions of teachers employed.

(I) Basic requirements

1. Implement the Party's education policy, implement the professional ethics of primary and secondary school teachers, teach in accordance with the law, care for students, teach others, teach and educate others.

2. Dedicated to work, possessing teachers 'professional ideals and beliefs, fulfilling teachers' duties and responsibilities, and obeying school work arrangements.

3. Practice professional ability, organically combine subject knowledge, educational theory and educational practice, implement quality education, and continuously improve the quality of education and teaching.

4. Complete the education and teaching workload specified by the education administrative department and school, carefully prepare lessons, attend classes, provide guidance, correct assignments, and test and evaluate teaching. Teachers who concurrently work in administrative management should bear a certain amount of teaching workload.

5. Lifelong learning, constantly updating education and teaching concepts, optimizing knowledge structure, and improving cultural literacy. To complete the prescribed professional training tasks, teachers in secondary vocational schools should complete the business practice tasks arranged by the school in accordance with the regulations.

(Two) professional requirements

Positive senior teacher

)履行全员育人职责,认真组织实施教育教学活动,教育教学工作业绩突出,每学年学生评议满意率均达85%以上。 ( 1 ) Fulfill the responsibility of educating people, conscientiously organize and implement education and teaching activities, outstanding performance in education and teaching, and the satisfaction rate of student evaluations each year is above 85% .

)参加教科研工作,指导、承担教研、教改任务,聘期内撰写并公开发表1篇及以上本学科教育教学研究论文,主持完成1项及以上教育教学课题研究。 ( 2 ) Participate in teaching and scientific research, guide, undertake teaching and research, and reform tasks. During the employment period, write and publicly publish one or more research papers on education and teaching in this discipline, and preside over the completion of one or more educational and teaching subject research.

)发挥引领示范作用,每学年在设区市及以上开设教学示范课、观摩研讨课或学科讲座;每学年听课15节及以上并做出教学情况点评;接受其他教师听课。 ( 3 ) Give play to the role of leading demonstration, and set up teaching demonstration courses, observing seminars or subject lectures in districts and cities each year or more; listen to 15 or more lessons each year and make teaching comments; accept other teachers to take lectures.

)承担青年教师培养任务,聘期内指导2名及以上教师,所指导教师在师德素养、教育教学水平和教科研能力等方面取得进步。 ( 4 ) Undertake the task of cultivating young teachers and guide two or more teachers during the employment period. The instructed teachers have made progress in teachers' moral literacy, education and teaching level, and teaching and research capabilities.

)参加帮扶农村学校、薄弱学校教育教学活动,每学年参加“送教下乡”“送培下乡”等活动。 ( 5 ) Participate in education and teaching activities to help rural schools and weak schools, and participate in activities such as "send education to the countryside" and "send training to the countryside" every school year. (Special education school teachers should participate in the roving guidance for ordinary schools to attend classes and for children with severe disabilities to come to the door)

)完成学校安排的其他工作任务。 ( 6 ) Complete other tasks assigned by the school.

2. Senior teacher

)履行全员育人职责,聘期内担任1年及以上班主任等学生管理工作。 ( 1 ) Fulfilling the responsibility of educating all staff, and serving as a class manager for one year or more during the employment period.

)认真组织实施教育教学活动,教育教学工作业绩优秀,每学年学生评议满意率达85%以上。 ( 2 ) Organize and implement education and teaching activities earnestly, and the performance of education and teaching work is excellent, and the student satisfaction rate for each academic year is over 85% .

)参加教科研工作,指导、承担教研、教改任务,聘期内撰写1篇及以上教育教学论文并收录在县级及以上教育教学论文汇编,参与完成1项及以上教育教学课题研究。 ( 3 ) Participate in teaching and scientific research work, guide, undertake teaching and research, and reform tasks. During the employment period, write 1 or more educational teaching papers and include them in the compilation of educational teaching papers at or above the county level. Participate in the completion of 1 or more educational teaching research projects.

)发挥引领示范作用,每学年开设教学示范课、观摩研讨课或学科讲座;每学年听本学科教师课10节及以上并做出教学情况点评;接受其他教师听课。 ( 4 ) Give play to the role of leading demonstration, and set up teaching demonstration courses, observing seminars or subject lectures each academic year; listen to 10 or more teachers' lessons in this subject each year and make teaching comments; accept other teachers to listen to the lectures.

)承担青年教师培养任务,聘期内指导1名及以上教师,所指导教师在师德素养、教育教学水平和教科研能力方面取得进步。 ( 5 ) Undertake the task of cultivating young teachers, guide one or more teachers during the employment period, and the instructed teachers will make progress in teachers' moral literacy, education and teaching level, and teaching and research capabilities.

)参加帮扶农村学校、薄弱学校教育教学活动,每学年参加“送教下乡”“送培下乡”等活动。 ( 6 ) Participate in education and teaching activities to help rural schools and weak schools, and participate in activities such as "send education to the countryside" and "send training to the countryside" every school year. (Special education school teachers should participate in the roving guidance for ordinary schools to attend classes and for children with severe disabilities to come to the door)

)完成学校安排的其他工作任务。 ( 7 ) Complete other tasks assigned by the school.

3. Intermediate teacher

)履行全员育人职责,聘期内担任1年及以上班主任等学生管理工作。 ( 1 ) Fulfilling the responsibility of educating all staff, and serving as a class manager for one year or more during the employment period.

)认真组织实施教育教学活动,教育教学工作业绩良好,每学年学生满意率达80%以上。 ( 2 ) Organize and implement education and teaching activities conscientiously, the performance of education and teaching work is good, and the student satisfaction rate reaches more than 80% each school year.

)认真钻研教学工作,每学年开设公开课,接受高水平教师指导点评,提升教学能力。 ( 3 ) Study teaching carefully, open courses every school year, accept high-level teachers' guidance and comments, and improve teaching ability.

)参与教研、教改任务和教育教学课题研究;主动进行教学反思总结,每学年撰写1篇及以上有一定水平的教学总结文章。 ( 4 ) Participate in teaching and research, teaching reform tasks, and research on education and teaching topics; take the initiative to conduct teaching reflection and summary, and write one or more articles with a certain level of teaching summary each academic year.

)参加帮扶农村学校、薄弱学校教育教学活动;参与指导培养初级教师工作。 ( 5 ) Participate in education and teaching activities to help rural schools and weak schools; participate in the guidance and training of junior teachers. (Special education school teachers should participate in the roving guidance for ordinary schools to attend classes and for children with severe disabilities to come to the door)

)完成学校安排的其他工作任务。 ( 6 ) Complete other tasks assigned by the school.

4. Junior teacher

)履行全员育人职责,聘期内担任1年及以上班主任等学生管理工作。 ( 1 ) Fulfilling the responsibility of educating all staff, and serving as a class manager for one year or more during the employment period.

)认真组织实施教育教学活动,完成好教育教学工作任务,学生满意率达75%以上。 ( 2 ) Organize and implement education and teaching activities earnestly, complete the tasks of education and teaching, and the student satisfaction rate is above 75% .

)认真钻研教育教学工作,每学年开设公开课,接受高水平教师指导点评,提升教学能力。 ( 3 ) Study education and teaching work seriously, open classes every school year, accept high-level teachers' guidance and comments, and improve teaching ability.

)参与教研、教改任务和教育教学课题研究,主动进行教学反思,每学年撰写1篇及以上教学总结文章。 ( 4 ) Participate in teaching and research, teaching reform tasks, and research on educational and teaching topics, take the initiative to reflect on teaching, and write one or more teaching summary articles each academic year.

)完成学校安排的其他工作任务。 ( 5 ) Complete other tasks assigned by the school.

3. Appointment assessment

1. The school shall evaluate the performance of teachers during their employment. The appointment evaluation shall be divided into annual performance evaluation and appointment period evaluation. 年,聘期考核应与年度绩效考核相衔接,在年度绩效考核的基础上,对教师聘期内的师德表现、履职情况、工作实绩等进行综合考核。 Teachers' employment period is generally 3-5 years. The assessment of the employment period should be linked to the annual performance assessment. On the basis of the annual performance assessment, a comprehensive assessment of the teacher's moral performance, performance, and work performance during the employment period .

),组织实施本校教师职务聘任考核工作。 2. The school shall set up a teacher employment assessment working group composed of school leaders, union representatives, disciplinary inspectors and teacher representatives (including not less than one-third of the teacher representatives) to organize the implementation of the school's teacher employment assessment.

3. Schools should formulate an assessment index system for teachers' employment appointments, and adopt a combination of qualitative and quantitative methods to carry out teacher employment assessment.

Fourth, assessment results and use

1. The assessment results of primary and secondary school teachers' employment period are divided into four levels: excellent, qualified, basically qualified, and unqualified.

2. The evaluation results during the employment period serve as an important basis for regular registration of teacher qualifications, post appointments, job promotion, performance salary distribution, commendation awards, etc. Excellent employment period assessment, priority consideration under the same conditions in renewal, promotion, and recognition of rewards; qualified assessment during the employment period, as a necessary condition for renewal, promotion of employment; basic assessment in the employment period, not as a promotion and recognition of rewards The recommended candidates are determined according to the specific circumstances; the assessment during the employment period is unsuccessful, and they will be offered for training, low-level employment, and adjusted to non-teacher positions until they are dismissed.

3. Teachers 'appointment assessment should pay attention to teachers' political ideology and professional ethics assessment. Teachers appearing in Article 4 of the "Measures for the Treatment of Violations of Professional Ethics of Primary and Secondary School Teachers" by the Ministry of Education enumerated that the behavior was punished and the circumstances were serious, and the employment period assessment should be determined as unqualified.

V. Job requirements

Each county (city, district) education administrative department shall attach great importance to the employment and post-employment management of primary and secondary school teachers, and strengthen the guidance and supervision of the post-employment management of teachers. In accordance with the spirit of this opinion and the situation of the school's teaching team, schools should formulate detailed implementation rules for post-employment management, determine the employment conditions for senior, middle and junior teachers, and clarify the requirements for job responsibilities. As a result, it ensures objective and fair employment assessment, guides teachers to perform their duties seriously, and continuously improves the level of education and teaching. The detailed implementation rules for post-employment management of school teachers must be implemented after being reviewed and approved by the school teacher's congress.

6. Other matters

1. Teachers who have reached the statutory retirement age during the employment period should conduct annual performance assessment. Whether to conduct the employment period assessment shall be determined by each county (city, district) according to the actual situation.

2. Post-employment management of teaching and research, teacher training, electrification education, and extra-school education can be implemented with reference to this opinion.

Education Department of Fujian Province

5March 5 , 2014

CC: Office of the Municipal Government, Teachers' Office of the Provincial Department of Education.

628日印发 Published by the Office of Quanzhou Education Bureau on June 28 , 2017

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