Performance pay implementation plan
Part 1: Performance salary implementation plan
First, the guiding ideology
According to the provincial and municipal related guiding programs, further promote the reform of the distribution system, mobilize the enthusiasm of the faculty and staff, establish a scientific and standardized income distribution mechanism, give full play to the incentive-oriented role of performance-based wages, and truly do the same and do not do the same. It is different for doing more and less, doing good and bad, inspiring the faculty and staff to be dedicated and dedicated, to work hard, to forge ahead, to actively accomplish the tasks of various tasks, and to strive to promote the sustained, healthy and rapid development of our school's education.
Second, the implementation principle
1. More work, more work, and the principle of paying for work.
2, excellent labor and reward, focus on the principle of performance.
3, highlight the post, the principle of leaning the line.
4, the post changes to salary, the principle of high energy and low.
5. The principles of fairness, justice and openness.
Third, the implementation method
Basic performance salary
1. Basic allowance
Advanced: 600 yuan / month
Intermediate: 520 yuan / month
Assistant level: 440 yuan / month
Staff level and below: 360 yuan / month
2, post allowance
Job subsidy
1 positive school level: 330 yuan / month
2 vice-level: 310 yuan / month
3 middle level official position: 290 yuan / month
4 middle-level deputy: 270 yuan / month
5 class guide: 230 yuan / month
6 teaching and research team leader, preparation team leader: 60 yuan / month
7 supplementary staff: 220 yuan / month for non-class staff, 185 yuan / month for part-time staff.
8th grade assistant: 140 yuan / month
9 Others: The monthly support for the defense leader is 40 yuan, the chief of the security guard, the officer is 12 yuan per night at night; the administrative cadre is 30 yuan/day; the person in charge of the library is 25 yuan/month; the person in charge of the laboratory is 25 yuan/month. , the instrument storekeeper 35 yuan / month, the North Campus Security Division responsible person 60 yuan / month, the accounting room responsible person 60 yuan / month, the branch secretary, member 25 yuan / month, the car driver subsidy 230 yuan / month The physical education teacher who is called the morning exercise is 6 yuan each time. The physical education teacher who is in place during the class is 2.5 yuan each time. The school male and female volleyball, basketball, and track and field coaches count 3 lessons per day, and the union team leader is 25 yuan/month.
On-the-job allowance:
1 All on-the-job faculty and staff members are entitled to 300 yuan/month on-the-job subsidies.
2 faculty members who are not in the post enjoy the on-the-job subsidy
3 faculty members who are not working in the post do not enjoy on-the-job subsidies
4 Temporary workers and contract workers employed by the school do not enjoy on-the-job subsidies
5 If the teachers who are subsidized on-the-job in accordance with the regulations have the phenomenon of leave, late arrival, early leave, dismissal, and absenteeism, they shall be deducted according to the reward and punishment regulations of the school.
6 The state stipulates that the marriage, production, and funeral leave within the number of days are eligible for on-the-job subsidies, and the excess is deducted from the on-the-job subsidy.
Incentive performance pay
1. Workload subsidy
Full workload requirement
Executive Leadership Week Workload:
1 principal, secretary 3, vice president, deputy secretary 4;
2 middle-level positions are 5 sessions, and middle-level deputies are 6 sessions.
Ke Ren teacher's weekly workload:
1 Language, mathematics, English, two classes per person;
2 physics, chemistry, politics, history, biology, geography 10 per person;
3 physics, chemistry, history, politics, geography, biology, sports, 12 sessions per person;
4 computer, music, art, psychological counseling, etc. 14 people per person.
Allowance standard
1 Each class in the first and second articles of the “Ke Ren Teacher Weekly Workload” is 7 yuan per class, 6.5 yuan per class for the junior title, 6.0 yuan per class for the no title, and 3 lessons per class for the lesson. yuan.
2 “Classical and Intermediate Titles of the Courses in Section 3 of the Section of the Teacher's Work Weekly” is 6 yuan per class, 5.5 yuan per class for the junior title, 5.0 yuan for each class without a title, and 2.8 yuan per class for the lesson plan.
3 “High-level and intermediate-level titles of the courses listed in Article 4 of the “Ke Ren Teacher Weekly Workload” are 5.0 yuan per class, 4.5 yuan per class for junior titles, 4.0 yuan per class for no titles, and 2.6 yuan per class for lesson plans.
4 hours allowance for half of the normal workload is multiplied by a factor of 0.8.
5 The actual age is two years' time difference from the prescribed retirement age.
6 invigilator for 90 minutes or more for 10 yuan per class, 90 yuan for each class of 6 yuan; 90 minutes for each 90 minutes of proposition, 20 yuan for each subject under 90 minutes; 20 yuan for each subject over 90 minutes, 90 yuan for each subject under 90 minutes Yuan; scoring more than 90 minutes for each test paper 0.40 yuan, 90 minutes for each test paper 0.30 yuan.
Super workload hour allowance
1 Where the amount of work exceeds the amount of the class, the class allowance is doubled, and the teaching plan is doubled.
2 The administrative leadership is overworked, and the excess is multiplied by a factor of 1.5.
Substitute allowance
1 Substitute less than the workload, each section is calculated according to the grade of each class.
2 Substitute for full workload, each section is calculated according to the super class.
2. Attendance allowance
For those who are full of attendance, the attendance allowance is paid at the rate of 90 yuan/month.
Those who are not full are deducted according to the following criteria:
1 marriage, production, funeral leave, do not enjoy the attendance award within the specified number of days. Exceeded by leave or completion criteria.
2 sick leave deducted 8 yuan per day, more than or fraudulently executed according to leave or completion standards.
3 The leave is deducted 15 yuan per day, and the excess is executed according to the completion standard.
4After the completion of the day deducted 50 yuan, for a reasonless absence of a section of 25 yuan, 7 yuan late in class.
5 All-collective activities such as the whole school conference, party member conference, party class, flag-raising, group political study, subject activities, and lesson preparation activities, each time you deduct 15 yuan for each absence, 7 yuan for late or early leave, and 6 yuan for non-official leave.
6 Incoming examinations are deducted 7 yuan each time, and the absence is calculated according to the section of the lesson.
7 Lessons deducted 7 yuan when missing a class.
8 If you have not completed the full-semester lecture, you will receive a deduction of 7 yuan for each lesson.
9 Studying and taking a diploma is deducted 4 yuan per day, and the attendance award, meeting or study is not deducted.
10 In the specified working time, deduct 30 yuan for each absence.
If the person is not full, if the attendance allowance is deducted, the rest will be deducted from the on-the-job allowance.
3. Quality of education and teaching
Comprehensive advanced award
Note: 1. The same award will be awarded the highest prize in the same year, and the prize will not be counted. 2. Other excellent workers selected by the department will count the prizes, and each level will receive bonuses by three-fifths.
Quality class competition
Note: 1. Awards for all levels of papers are required to be awarded by the Education Bureau of the Education Bureau and professional organizations at all levels; 2. The newsletter of the report school is awarded twice the press fee; 3. The research project award refers to the paper award.
Olympic competition
Note: 1. Individual awards and group awards are not repeated; they are not high; 2. If the results are ranked by rank, the first prize is equivalent to the first prize; the second and third prizes are equivalent. Second prize; other places are equivalent to the third prize.
Other disciplines and non-disciplinary competitions
Note: 1. Non-discipline refers to the school participating in various speeches, essays, knowledge contests, etc. of the municipal, provincial and national education departments or party and government organizations; 2. Individual awards and group awards are not repeated, and the high is not low; If the results are published in order of rank, the first place is equivalent to the first prize, the second and third place are equivalent to the second prize; the other rankings are equivalent to the third prize; 4, the bonus distribution: 1 non-disciplinary competition award Give the tutor; the teacher's prize for the contestant; 2 other disciplines, if they are open, can only receive 50% of the award criteria.
Sports, art competition
Note: 1. It must be a competition organized by the education departments at all levels; 2. Prizes are awarded in grade-by-level competitions, and only the highest scores are awarded.
Joint entrance examination, high school entrance examination award: according to the school annual joint entrance examination, the senior high school entrance examination award program.
Fourth, accounting, approval, issuance
The General Affairs Office, the Academic Affairs Office, and the Office shall conduct accounting according to the information reported by the relevant departments. After the public notice is not reported, the Vice-President of the Finance and the Principal shall be examined and approved, and the Finance Office shall be issued uniformly.
Part 2: Performance Salary Implementation Plan
According to the notice of the XX County People's Government Office to forward the "Measures for the Implementation of Performance Pay for Public Health Institutions in XX County" and the spirit of the relevant archives, combined with the actual situation of our county, the following implementation plans are proposed.
First, the guiding ideology
Guided by the scientific outlook on development, we will establish an assessment and distribution mechanism for grassroots family planning institutions to receive rewards, performance-linked, and more work, so that performance wage distribution will be tilted to key positions and front-line positions, and the enthusiasm and initiative of cadres and workers will be fully mobilized. To promote the overall healthy development of grassroots family planning business.
Second, the basic principles
Adhere to the principle of paying by work, giving priority to efficiency, and taking into account the principle of fairness;
Adhere to the principle of “high-tech, high-risk, heavy workload, and heavy management responsibility”.
Adhere to the principle of “performance appraisal hook”.
Adhere to the principles of open, fair and equitable assessment.
Third, the scope of implementation
County service center and township family planning service station.
Fourth, performance quantitative assessment
Performance appraisal method
The performance quantitative assessment implements a percentage assessment method. The county service center is responsible for formulating the specific assessment scores in line with this plan, and reporting to the county bureau for supervision and review, and organizing and implementing it.
Determine the assessment results
The assessment leading group summarizes the quantitative scores of cadres and workers, and publishes five working days or convene the notice of all trade unions. The implementation results are met with the person and the signature system for everyone. After the report is not reported, it is reported to the county bureau for filing, and the reward performance pay is distributed. Provide a true and reliable basis. When the cadres and workers have protest against the results of the publicity, I must submit a written reconsideration to the assessment team in the public notice period. For the questions that the assessment team is difficult to answer, it may be arbitrated by all the trade unions or more than two-thirds of the cadre workers' representatives.
Use of assessment results
The results of the performance quantification assessment will be recorded in the annual assessment of the cadres and employees of the public institutions, and the professional and technical personnel assessments, as an important basis for post appointments, job promotion, commendation awards, and award-based performance pay.
V. Distribution of performance pay
Performance salary composition
After the implementation of the performance-based wage system in the grass-roots institutions, the wages are called post-performance wages, including basic wages, retained wages, and performance-based wages; the post salary, salary-level wages, and 10% allowance for nurses in the original wage structure are basic wages; The retention subsidy is unchanged; the unified subsidy, performance subsidy, and temporary subsidy in the original wage composition are partially merged into performance pay. After the performance appraisal is implemented, the performance pay is divided into two parts: basic performance pay and reward performance pay. Implemented since October 20XX.
Approved total performance pay
The total performance payroll is approved by the Human Resources and Social Security Bureau every year according to the basic salary of the cadres and workers in each unit in the previous year and the standard subsidy level of the post-Tianjin subsidy.
Performance pay is divided into two parts: basic performance salary and reward performance salary. Among them, basic performance wages account for 70%. Mainly reflect the regional economic development level, price level, job responsibilities and other factors; incentive performance wages accounted for 30%. Mainly reflects the cadre workers' workload and actual contribution and other factors, the unit in the approved total according to the assessment results, focus on key positions The front-line positions and the cadres and workers who made outstanding achievements were tilted; the total annual reward performance pay of all cadres and employees was the total amount of reward performance pay for the unit this year.
Basic performance salary assessment
Basic performance pay is paid monthly and goes directly to the individual account.
Reward performance payroll assessment
Incentive performance pay mainly reflects the performance and contribution of the completion of the task. After 130% of the per capita reward performance pay of the county service center and the township service station, the first part of the unit is the first-line reward performance payroll, and the remaining part is the total amount of the reward performance pay of the unit cadres and workers, which is cashed once every six months, and each unit shall not overspend and intercept. The performance appraisal result is the main basis for the distribution of reward performance payroll in the assessment cycle of cadres and workers. The specific calculation method is as follows:
Reward performance salary of cadres and workers = unit reward performance total wages 总 unit performance appraisal points total × cadre employees individual performance appraisal points.
Performance payroll
All units shall convene a general staff meeting to report the distribution of reward performance payrolls, and publish five working days for publicity. After no protests, write a written public report and report it to the County XX Bureau and the Human Resources and Social Security Bureau.
After review by the County XX Bureau and the Human Resources and Social Security Bureau, the procedures for the approval of reward performance payrolls shall be handled.
Sixth, assessment requirements
1. In one of the following circumstances, you must not enjoy reward performance pay this year:
Violation of professional ethics and unqualified assessment.
The performance appraisal results are incompetent.
In the current year, no more than 5 working days have been completed for no reason, and the accumulated leave has exceeded 30 working days or more;
Dismissed from the employment contract;
Wages are suspended due to violations of laws and regulations or other relevant regulations.
2. The unit selected for training due to work needs to enjoy the average performance salary of the same position.
3. If the legal maternity leave, marriage leave, funeral leave, or disability is caused by the public, it shall be implemented in accordance with relevant state regulations.
4. Due to the needs of the work, the county service center and the township service station will be transferred to the county administrative department to work. The reward performance pay will enjoy the average performance salary of the same post, and the personnel who are transferred to other positions will not enjoy it in principle.
5. Those who are subject to warnings for party discipline, political disciplinary action or violation of state laws and pursue criminal responsibility shall be subject to the relevant provisions of the State.
6. Borrowing the cadres and workers of the family planning system, if they are assessed by the borrowing unit and the qualifications are above or above, they shall be distributed according to the average number of reward performance wages of the same-level personnel of the unit;
7. The average number of reward performance pays for the same-grade personnel of the unit approved by the county bureau for long-term sick leave;
7. Organizational leadership and supervision of the assessment work
The county service center shall set up a performance appraisal leading group to be responsible for the organization, guidance, supervision, coordination and management of the performance appraisal distribution of the employees and township family planning stations. The county service center assessment team consists of 5 units of the unit leader and employee representatives. The head of the unit is the leader of the unit, and the number of employees in the assessment team is not less than 1/2. The assessment team should collect and organize the relevant assessment materials of the employees of the unit, and it is forbidden to be unfair by the impression.
The county service center shall formulate detailed assessment rules for the unit and the township service station. The examination and approval rules must be discussed and approved by all cadres and workers' conferences. Once the assessment rules are passed, they will not be changed within one year. If the rules are found to have obvious loopholes or are unfair, the amendments will still pass the above procedures. The appraisal rules are reported to the county bureau for review. If the XX Bureau considers that it meets the normative procedures, it shall be examined and approved and reported to the county people's bureau for record.
The county bureau will allocate the performance appraisal of cadres and workers to the task of assessing the annual work objectives of each unit, and further strengthen the supervision and management of this work. The county bureau will organize relevant personnel to supervise the distribution of performance payroll assessments of various units.
Members of the assessment team of the county service center must strictly implement the assessment requirements and conduct an assessment in a realistic manner. For those who do not follow the prescribed procedures, they shall be ordered to re-run according to the prescribed procedures. In the assessment, there will be cases of malpractice, retaliation, falsification, etc., which will be strictly dealt with. Anyone who violates relevant disciplines and regulations will, once verified, strictly pursue the party discipline and political responsibility of the relevant personnel in strict accordance with the organizational procedures.
Eight, related requirements
Raise awareness and strengthen leadership. Performance appraisal is a complex systematic project with strong policy and wide coverage. It is related to the vital interests of the cadres and workers. The county and township service units must do a good job in in-depth and meticulous work, and organize the cadres and workers to study and publicize. The country's principles and policies, unified thinking and understanding, let every cadre and staff understand that the implementation of performance appraisal distribution is a policy used by the state to stimulate advanced and promote development. Incentive performance wages are not owned by cadres and workers, but only in the performance of performance. The total amount is measured according to the head and the title.
Clear tasks and implement them carefully. The county and township service units shall, in accordance with this implementation plan, combine the work functions and tasks, carefully refine and decompose the work objectives and tasks, verify the work tasks of each job, quantify the scores of the indicators, and formulate the assessment rules. It shall be implemented after being approved by the county bureau through the employee representative assembly or the employee assembly.
Serious discipline, fairness and justice. County and township service units must be serious in performance appraisal and assign work discipline, irresponsible for work, not assessed according to the prescribed procedures, standards, and methods. If they are not distributed according to the assessment results, the performance appraisal will be distorted and inaccurate, and the accountability system will be implemented. The results of the assessment will be announced in a timely manner, and the supervision of the people will be consciously accepted. At the same time, the ideological work of the employees should be done well, and the employees should be guided to correctly observe the performance appraisal and reflect the demand through normal channels. After the performance salary is implemented, the county and township service units shall not issue any allowances or bonuses themselves in addition to the approved total performance salary, and shall not break through the approved total performance wages.
Part 3: Performance Salary Implementation Plan
In order to meet the needs of the reform and development of education and teaching, give full play to the incentive mechanism of wage income, further tap the internal potential of the school, fully mobilize and give play to the enthusiasm and creativity of teachers, improve the quality of teachers, optimize the ranks of teachers, and strengthen the post responsibility system, according to Guangdong The Provincial Personnel Department, the Department of Finance, and the Department of Education, "Notice on Printing and Distributing the Implementation Opinions on Performance Wages of Compulsory Education Schools in Guangdong Province" and the "Implementation Measures for the Implementation of Performance Wages in Yangshan County Compulsory Education Schools", combined with the actual situation of our school, specially formulated China's small Incentive performance salary assessment implementation plan.
First, the guiding ideology
Guided by Deng Xiaoping Theory and the important thinking of the "Three Represents", implement the party's "XX Great" spirit, thoroughly implement the scientific development concept, implement the relevant requirements of the "two equivalents" of the wages and benefits of Chinese teachers, and fully mobilize the faculty and staff. The enthusiasm, initiative and creativity of teaching and educating people combine the post management work of our school with the performance appraisal work, and combine with the internal assessment of the school to make the performance appraisal results closely related to the distribution incentive mechanism, and encourage the faculty and staff to love and dedication. Solid work, pioneering and enterprising, proactively complete the tasks of the school, establish a system of employment full of vitality and vitality, promote the institutionalization, standardization and scientific management of our school, gather the wisdom of the faculty and staff, and strive to do a good job of the people. education.
Second, the basic principles
1. Adhere to the principle of open, fair and just performance salary management and distribution.
2. Adhere to the principle of uneven distribution. Adhere to the need for more work and more rewards, and to the teachers and class leaders in the remote mountainous areas and other education and teaching personnel who have made outstanding achievements in the front line. They are closely integrated with positions, tasks, performances and responsibilities, and mainly assess teachers' moral, energy, and diligence. Performance, low-cost, key assessment of work performance.
3. According to the Guangdong Provincial Archives Regulations: The reward performance payroll, which accounts for 30% of the total performance payroll, is assessed and distributed directly to the teacher himself or to the individual wage bank account.
4. Implement the principle of dynamic management. The reward performance payroll is based on the performance appraisal results as the main basis for distribution, and dynamic management is implemented. In principle, the semester is assessed and the reward performance pay is realized. When there is a change in the workload of the post, it shall be adjusted according to the program adopted by the faculty congress.
Third, the assessment object, time
Appraisal target: All the faculty and staff members who have been employed in the school.
Implementation time: From September 1st, 20XX, the performance appraisal will be implemented to realize the reward performance pay.
Fourth, the specific assessment implementation plan
Fund composition
The County Personnel Bureau, the Finance Bureau, and the Education Bureau will issue 30% of the total performance payrolls allocated to the total number of teachers in the country.
Project establishment
Class guide post allowance, teacher allowance in remote mountainous areas, super-class work allowance, education and teaching achievement reward and year-end one-time bonus five categories.
Assessment rules
Teaching methods for teaching frontline teachers
1. Class guide post allowance.
Total funding: 50 yuan × total number of classes.
Standard: 50 yuan / person month. Among them, 30 yuan is used as the base of the class guide fee, and is issued according to the total number of months of the class. Another 20 yuan is used as a floating fund to give a class teacher allowance for a large class.
Example of calculation method:
1 There are 45 students in a class, 58 classes in the first to sixth grades of China, and 1846 students. The guide fee for the class is 30+20×58×45÷1846=58.3;
2 There are 15 students in a class. There are 58 classes in the first to sixth grades of our country, with a total of 1846 students. The guide fee for the class is 30+20×58×15÷1846=39.4.
A sub-class guide award was set up, and the post allowance was half of that of the class.
2. Teacher allowance in remote mountainous areas.
1 The schools in the remote mountainous areas are divided into three categories: Yankou Guoxiao is a class, Henggang and Osmanthus are small, and Dagang is a small class.
2 allowance standards: Yankou Guoxiao, Henggang, Osmanthus small, Dagang small.
3 Based on the total number of months the teacher actually works in each type of school.
Calculation method: Yankou Guoxiao 10× total months = total amount of such allowance;
Henggang, Osmanthus National Small 20 × total months = total amount of such allowance;
Dagang National Small 30 × total months = total amount of this type of allowance.
3. Quantification of education and teaching achievement allowances.
According to the four assessments of morality, energy, diligence and performance, the score is 100 points.
Part 4: Performance Salary Implementation Plan
This program is specially formulated in accordance with the spirit of the higher authorities and the spirit of the relevant meeting of the Education Bureau.
First, the guiding ideology
Implementing the scientific development concept, taking the implementation of faculty performance pay as an opportunity, introducing the competition mechanism into the division of teachers and the reform of the wage system; comprehensively establishing a scientific and standardized, easy-to-operate income distribution mechanism, embodying the principle of more labor and more distribution, Encourage teachers to be dedicated and dedicated, proactively accomplish the goals of various tasks and tasks, and promote the healthy, harmonious and rapid development of school education.
Second, the implementation object
Teacher in the post
Third, the basic principles
1. Performance workers' resources are rewarded with subsidies. Based on the school situation, the distribution is conducive to the development of school education, embodying people-oriented, and achieving more work and more rewards. Performance pay is divided into two parts: post salary subsidy and performance reward.
2. Where the teacher goes to work normally, full of workload, and earnestly completes the routine work, the teaching quality is good, and the monthly post target assessment is divided into 100 points to get the salary subsidy for this level. The post salary assessment points are the teacher's quantitative assessment scores.
3, super-workload work, good work effect, make special performance, give performance reward according to the relevant system of the school.
Fourth, the assessment method
1. Xiao Gao, Xiao Yi, Xiao Er, the salary subsidy standard for trainee positions.
Xiaogao: 681 yuan, small one: 622.5 yuan, small two: 607.5 yuan, trainee: 442.5 yuan.
2. Conduct assessments on a monthly basis.
1) Each period is assessed separately in actual class.
2) Assessment of cold and summer vacations, complete the tasks assigned by the school as required, and no violations of discipline and discipline occur, and score full marks.
V. Assessment calculation method
The teacher's job evaluation is 100 points, and each deduction is 1 point deducting the salary subsidy of 6 yuan.
Six, operating rules
Post salary subsidy
1. Attendance assessment
1) Deduct 10 points for the day and 5 points for the sick day. If you arrange your work on your own leave, you will be deducted by half. Failure to perform the leave request in accordance with the school regulations is considered as completion, and 15 points are deducted for half a day. Sporadic false cumulative calculation. The post allowance and the end-of-period performance of the full-time leave for 5 days and more than 5 days are deducted according to the actual attendance.
2) Teachers enjoy half-day family leave every month, but they must arrange their own work and perform the leave formalities. If you do not arrange a job, you will be deducted 2 points for each class.
3) Other circumstances, according to the relevant file regulations of the superior.
2, workload assessment
1) Full workload determination.
A. Teachers' weekly class hours The class guide and language teachers are divided into classes 3 to 4 in addition to the Chinese language teaching tasks of the class; 12 math teachers; 15 English teachers, 15 science teachers, and 16 other teachers.
B. The administrative and department heads shall determine the workload according to the relevant files of the Education Bureau and the similar division of schools according to the actual division of labor. The administrative and departmental work shall be quantified by the principal's office on the completion of the work of each department.
C. If you are dissatisfied with the workload, you can apply for or part-time or develop a school-based course to achieve a full workload.
D. Other special circumstances, according to the spirit of the superior file and the school system through the school council, the Staff Representative Conference to discuss and pass.
2) The full workload is 70 points, and the first one is deducted by 2 points.
3. Regular work assessment
Regular work such as preparing lessons, correcting assignments, teaching and research activities, attending conferences, learning and training, and submitting materials, deduct 2 points for one less time, and deduct 1 point for one time without meeting the requirements.
4. Regular work performance
The routine work performance appraisal is based on the monthly routine appraisal results of all departments of the school. It is divided into four grades: excellent 8 points, good 7 points, qualified 6 points, and 4 points unqualified.
5. Teacher professional ethics assessment.
1) Dedicated to work, be a teacher, and abide by the rules and regulations of the school. If there is a problem with the teacher's morality, the parents of the student will go to the school or go to the relevant department at the higher level to complain. According to the investigation, the impact and consequences will be deducted by 5 to 100 points.
2) Compliance with discipline, for all students, caring for poor students, not corporal punishment or corporal punishment in disguise. If a corporal punishment or disguised corporal punishment is found, the student will be deducted 5 points. Deducting 5 to 100 points depending on the circumstances.
3) Take care of the overall situation, obey the distribution, care for the group, love the students, actively participate in the school's activities, and work hard to complete their duties, and actively complete the temporary tasks assigned by the school. If there is no normal reason for disobeying the distribution or not accepting the school to arrange the work, the responsibility is not strong, deduct 2 points at a time, resulting in 10 points of adverse consequences.
4) Teachers must seriously participate in various studies, conferences, and activities. They should not be late to leave early, have a good time to take leave, and take good study notes. If you violate the deduction of 2 points.
5) Teachers should strictly abide by the classroom teaching routines. They are not allowed to smoke or use mobile phones during classes. They are not allowed to be late for class, not allowed to go halfway or find a deduction of 4 points in advance. When you are in class, go online or watch something that is not related to education. Once found, deducted 2 points.
6) Don't accept bribes from parents of students for any reason, do not sell all kinds of items to students, and charge students for illegally. Once a deduction of 10 points was found, the school with serious circumstances was hired, transferred, dismissed or handed over to the Education Bureau according to the investigation.
6, safety work assessment
1) The first time the accident occurred, the main leaders of the school were reported to handle the relevant accidents in a timely manner. In the event of a safety accident, the teacher did not take timely measures to let the accident happen, and deducted 10 points at a time.
2) The student's safety accident caused by the teacher's own negligence, the safety assessment is deducted by 5 points.
3) Deliberately leading to the occurrence of safety accidents, in addition to deducting safety assessments, according to the handling measures of the State Council's campus injury accidents, investigate the economic responsibilities of teachers. If the situation is serious, the relevant departments shall be investigated for legal responsibility.
Performance reward section
Scientific research, teaching and research courses, open courses, teaching competitions, monographs, evaluations, extra work, excellent teaching quality, super-head subsidies, special contributions and other performance rewards, according to the school teaching and research reward system and school related overtime, duty, The official agency, job allowance and other systems are implemented. The total amount of performance awards is equal to the sum of the performance award funds drawn in each period and the funds deducted from each position.
1. The evaluation form of the teacher performance award at the end of the National Labor Year of the Labor East Road.
2. Subsidy allowances such as job allowances and overtime shifts.
1. Job allowance:
Principal: 100 yuan / month Vice President: 90 yuan / month
Dean of Education: 80 yuan / month Academic Director: 80 yuan / month Logistics Director: 80 yuan / month
Young Pioneers Counselor: 60 yuan / month Information Supervisor: 40 yuan / month
Canteen Supervisor: 40 yuan / month Health Supervisor: 40 yuan / month
Class guide: 1 yuan / student / month Deputy class guide:
District moral education demonstration class guide 40 yuan / month school moral education demonstration class guide 20 yuan / month deputy director halved subsidy from the establishment of the successful month began to calculate, the district level to enjoy a school year, the school level enjoy the next establishment
Party leader: 30 yuan / month Trade union leader: 30 yuan / month
Teaching and research team leader: 30 yuan / month Office chief: 20 yuan / month
Group leader: 10 yuan / month Book management: 40 yuan / month
Storage in the instrument room: 20 yuan / month Sports equipment storage: 20 yuan / month
2. Substitute allowance:
All school adjustments and substitute classes are arranged and approved by the teaching office. Substitute 5 yuan / day, the end of the month is summarized by the teaching office.
3. Value allowance:
The school teacher should complete the student's school entrance, morning reading, two exercises, road team, inter-class activities, and static school inspections every day, discourage the entry of outsiders, ensure the safety of students, and complete the record of the value. The value of the day allowance is 8 yuan / day. If you do not perform your duties, you will be paid a daily allowance.
According to the unified arrangement of the office, the teachers of the grade-level floor day will complete the order maintenance and safety inspection of the current grade. The value of the day allowance is 4 yuan / day. If you do not perform your duties, you will be paid a daily allowance.
4. Overtime allowance:
Due to the needs of the school work and the overall arrangement of the normal working hours, the workload is overtime. At the end of the month, the department will report to the principal for review. Overtime pay is 40 yuan / day.
5, duty allowance:
The winter and summer vacations are on duty at 20 yuan/day, and the holiday is on duty at 40 yuan/day.
6, early self-study allowance:
3 yuan / time.
7. This program is a guiding plan.
The evaluation and appraisal of post salary subsidies shall be organized and implemented in accordance with the regulations on the construction of teachers' morality, attendance management, safety responsibility, and the management rules of the departments of education, moral education, general affairs, and health. Performance awards are organized and implemented according to the school's teaching and research reward system and the school's system of overtime, duty, official agency, and post allowance.
Part V: Performance Salary Implementation Plan
In order to effectively implement the spirit of performance paying prescribed by the higher authorities, implement the quality assessment plan for school education and teaching, in line with the principle of rewarding lazy, rewarding and rewarding bad, and the evaluation of teachers reflects the characteristics of fairness, fairness and openness. To achieve the goal of further mobilizing the enthusiasm of the majority of teachers, and to achieve the goal of all aspects of the school to a new level, the "Northern China National Small 20XX--20XX academic year performance salary implementation plan" was specially formulated. The plan was submitted to the school committee and all the teachers to take effect immediately after the discussion. The details are as follows:
First, the guiding ideology
Enhance the vitality of running a school, improve the quality of school running, further promote the reform of the school's internal management system, fully mobilize the enthusiasm of teachers, gradually form an internal incentive mechanism and restraint mechanism, and give full play to the incentive effect of performance pay.
Second, the formulation of the principle of the program
1. Adhere to the principle of “doing more work and more”, “excellent labor and reward” and “no effort”. Break the egalitarianism, determine the performance salary of teachers based on the assessment of work responsibilities and job objectives, and on the basis of assessment.
2. Adhere to the principle of “fairness, fairness, and openness”. The whole process of performance appraisal should be publicized and earnestly fair and just.
3. Adhere to the principle of “scientific and reasonable”. The teacher performance salary implementation plan should strive to be scientific and reasonable.
Third, the number of performance pays
Executed once a month
Fourth, the execution amount of performance wages
40% of the total performance salary of all teachers prescribed by the Education Bureau is the full amount.
V. Established Beibei Elementary School Performance Salary Release Leading Group
Team leader: Wang Lijuan
Deputy leader: Hu Hong
Member: Shi Minhui Hou Xiaohong
An office is set up under the leadership team, with Wang Lijuan as the head of the office and an operating program.
Sixth, specific methods:
The teacher's individual performance appraisal is 100 points.
Teacher's image
1, work shoving, disobeying the distribution, offenders deduct 1 point.
2, work dereliction of duty, causing adverse effects, endangering the reputation of the school, offenders deducted 2 points.
3, engage in unfair style, public heads to the leadership, say others gossip, move right and wrong, affect unity, causing adverse effects deduct 1 point each time.
4, the teacher wearing a meter, behaving uncivilized, found a deduction of 0.5 points. It is strictly forbidden to eat in the classroom and find a deduction of 0.5 points. Those who do not take classes during class will find a deduction of 1 point.
5. It is strictly forbidden to play cards or play mahjong during work. It is strictly forbidden to pick up the phone during class, and deduct one point each time.
6. Those who do not follow the order of the venue will be deducted 0.5 points each time.
Teacher attendance
1. Deducted 1.2 points for each section of the class, 0.3 points for each time, such as the flag, conference, morning exercise, study, teaching and research activities, and 0.1 points for each late arrival and early departure.
2, late for work or early leave each time deducted 0.2 points.
3, without the approval of the school's teaching department to privately adjust the class, the two sides each deducted 1 point.
4, the leave should be informed to the school in a timely manner, the school arranges the substitute, the deduction is 0.75 points per section.
5, sick leave must have a hospital certificate, should be informed to the school in time, the school arranges substitutes, sick leave deduction of 0.5 points per section.
6, legal maternity leave, marriage leave, funeral leave, etc., do not say hello to work, do not go to work, deduct 15 points a day, do not go to work after the end of the call, according to the calculation of the deduction of 7.5 points per day,
7. During the normal working hours, the teachers who have completed the education will be deducted 7.5 points per day according to the leave.
8. The higher education department or school arranges teachers to go out for training, participate in teaching and research activities, etc., but must first adjust the class, and leave the class without adjusting the class, deducting 0.5 points.
9. Check in twice a day, sign in should be timely, sign in not timely, sign on, sign in early or not sign, each time you find a deduction of 0.1 points, the end of the deduction.
10. Everyday lunch break should be arranged according to the schedule. If it is found that the class is not timely, deduct 0.2 points; if you do not take the class, deduct 0.75 points at a time.
Record assessment
1, study notes.
Every teacher must seriously participate in political study and business study, and take notes carefully. If the number of times is insufficient, the score is deducted by 0.5 points, and the record is not timely deducted by 0.1 points.
2. The teaching materials are handed in.
The plans, summaries, essays, teaching reflections, courseware and other materials that are submitted for each semester must be submitted on time within the specified time, and the late submissions are deducted by 0.5 points each time. This item has not been awarded in a single order.
3. Meeting minutes.
Every meeting must be carefully prepared for the minutes of the meeting, the number of times is not enough to deduct 0.5 points, and the record is not timely, each time deducted 0.1 points.
1. The teacher prepares lessons.
Prepare each lesson carefully according to the effective teaching routine. Each lesson will be deducted by 0.5 points. If the link is incomplete, the score will be deducted by 0.1 points. If the old lesson plans or no lesson plans are used, 6 points will be deducted. If the teaching plan does not match the content of the textbook, each 1 point deduction. If there is no lesson in class, I found that I deducted 1 point.
2. Assignment, correction and counseling.
According to the requirements of effective teaching practice, all disciplines shall arrange the operation and the correction operation according to the quality and quantity. The correction shall be deducted by 0.1 points for each missing one, and shall not be corrected in time; a deduction of 0.1 points shall be found; if the student has made a mistake, he shall find a deduction of 0.1. If the number of coaching is not enough, the score is 0.1 points.
3. Listen to classes and review classes.
Adhere to the lecture system, and seriously evaluate the class, no less than 15 sessions per semester, 1 point for one less, 0.5 points for those who do not participate in the class, and 0.5 points for one less; if you do not pay the class record or falsify, deduct 3 points depending on the situation -- -6 points. Teachers in other disciplines can choose to listen to Chinese, math and English. Teaching records must have teaching advice. If there is a lack of teaching advice, deduct 0.1 points less.
4, the transfer of students with learning difficulties.
First, the guiding ideology
According to the provincial and municipal related guiding programs, further promote the reform of the distribution system, mobilize the enthusiasm of the faculty and staff, establish a scientific and standardized income distribution mechanism, give full play to the incentive-oriented role of performance-based wages, and truly do the same and do not do the same. It is different for doing more and less, doing good and bad, inspiring the faculty and staff to be dedicated and dedicated, to work hard, to forge ahead, to actively accomplish the tasks of various tasks, and to strive to promote the sustained, healthy and rapid development of our school's education.
Second, the implementation principle
1. More work, more work, and the principle of paying for work.
2, excellent labor and reward, focus on the principle of performance.
3, highlight the post, the principle of leaning the line.
4, the post changes to salary, the principle of high energy and low.
5. The principles of fairness, justice and openness.
Third, the implementation method
Basic performance salary
1. Basic allowance
Advanced: 600 yuan / month
Intermediate: 520 yuan / month
Assistant level: 440 yuan / month
Staff level and below: 360 yuan / month
2, post allowance
Job subsidy
1 positive school level: 330 yuan / month
2 vice-level: 310 yuan / month
3 middle level official position: 290 yuan / month
4 middle-level deputy: 270 yuan / month
5 class guide: 230 yuan / month
6 teaching and research team leader, preparation team leader: 60 yuan / month
7 supplementary staff: 220 yuan / month for non-class staff, 185 yuan / month for part-time staff.
8th grade assistant: 140 yuan / month
9 Others: The monthly support for the defense leader is 40 yuan, the chief of the security guard, the officer is 12 yuan per night at night; the administrative cadre is 30 yuan/day; the person in charge of the library is 25 yuan/month; the person in charge of the laboratory is 25 yuan/month. , the instrument storekeeper 35 yuan / month, the North Campus Security Division responsible person 60 yuan / month, the accounting room responsible person 60 yuan / month, the branch secretary, member 25 yuan / month, the car driver subsidy 230 yuan / month The physical education teacher who is called the morning exercise is 6 yuan each time. The physical education teacher who is in place during the class is 2.5 yuan each time. The school male and female volleyball, basketball, and track and field coaches count 3 lessons per day, and the union team leader is 25 yuan/month.
On-the-job allowance:
1 All on-the-job faculty and staff members are entitled to 300 yuan/month on-the-job subsidies.
2 faculty members who are not in the post enjoy the on-the-job subsidy
3 faculty members who are not working in the post do not enjoy on-the-job subsidies
4 Temporary workers and contract workers employed by the school do not enjoy on-the-job subsidies
5 If the teachers who are subsidized on-the-job in accordance with the regulations have the phenomenon of leave, late arrival, early leave, dismissal, and absenteeism, they shall be deducted according to the reward and punishment regulations of the school.
6 The state stipulates that the marriage, production, and funeral leave within the number of days are eligible for on-the-job subsidies, and the excess is deducted from the on-the-job subsidy.
Incentive performance pay
1. Workload subsidy
Full workload requirement
Executive Leadership Week Workload:
1 principal, secretary 3, vice president, deputy secretary 4;
2 middle-level positions are 5 sessions, and middle-level deputies are 6 sessions.
Ke Ren teacher's weekly workload:
1 Language, mathematics, English, two classes per person;
2 physics, chemistry, politics, history, biology, geography 10 per person;
3 physics, chemistry, history, politics, geography, biology, sports, 12 sessions per person;
4 computer, music, art, psychological counseling, etc. 14 people per person.
Allowance standard
1 Each class in the first and second articles of the “Ke Ren Teacher Weekly Workload” is 7 yuan per class, 6.5 yuan per class for the junior title, 6.0 yuan per class for the no title, and 3 lessons per class for the lesson. yuan.
2 “Classical and Intermediate Titles of the Courses in Section 3 of the Section of the Teacher's Work Weekly” is 6 yuan per class, 5.5 yuan per class for the junior title, 5.0 yuan for each class without a title, and 2.8 yuan per class for the lesson plan.
3 “High-level and intermediate-level titles of the courses listed in Article 4 of the “Ke Ren Teacher Weekly Workload” are 5.0 yuan per class, 4.5 yuan per class for junior titles, 4.0 yuan per class for no titles, and 2.6 yuan per class for lesson plans.
4 hours allowance for half of the normal workload is multiplied by a factor of 0.8.
5 The actual age is two years' time difference from the prescribed retirement age.
6 invigilator for 90 minutes or more for 10 yuan per class, 90 yuan for each class of 6 yuan; 90 minutes for each 90 minutes of proposition, 20 yuan for each subject under 90 minutes; 20 yuan for each subject over 90 minutes, 90 yuan for each subject under 90 minutes Yuan; scoring more than 90 minutes for each test paper 0.40 yuan, 90 minutes for each test paper 0.30 yuan.
Super workload hour allowance
1 Where the amount of work exceeds the amount of the class, the class allowance is doubled, and the teaching plan is doubled.
2 The administrative leadership is overworked, and the excess is multiplied by a factor of 1.5.
Substitute allowance
1 Substitute less than the workload, each section is calculated according to the grade of each class.
2 Substitute for full workload, each section is calculated according to the super class.
2. Attendance allowance
For those who are full of attendance, the attendance allowance is paid at the rate of 90 yuan/month.
Those who are not full are deducted according to the following criteria:
1 marriage, production, funeral leave, do not enjoy the attendance award within the specified number of days. Exceeded by leave or completion criteria.
2 sick leave deducted 8 yuan per day, more than or fraudulently executed according to leave or completion standards.
3 The leave is deducted 15 yuan per day, and the excess is executed according to the completion standard.
4After the completion of the day deducted 50 yuan, for a reasonless absence of a section of 25 yuan, 7 yuan late in class.
5 All-collective activities such as the whole school conference, party member conference, party class, flag-raising, group political study, subject activities, and lesson preparation activities, each time you deduct 15 yuan for each absence, 7 yuan for late or early leave, and 6 yuan for non-official leave.
6 Incoming examinations are deducted 7 yuan each time, and the absence is calculated according to the section of the lesson.
7 Lessons deducted 7 yuan when missing a class.
8 If you have not completed the full-semester lecture, you will receive a deduction of 7 yuan for each lesson.
9 Studying and taking a diploma is deducted 4 yuan per day, and the attendance award, meeting or study is not deducted.
10 In the specified working time, deduct 30 yuan for each absence.
If the person is not full, if the attendance allowance is deducted, the rest will be deducted from the on-the-job allowance.
3. Quality of education and teaching
Comprehensive advanced award
Note: 1. The same award will be awarded the highest prize in the same year, and the prize will not be counted. 2. Other excellent workers selected by the department will count the prizes, and each level will receive bonuses by three-fifths.
Quality class competition
Note: 1. Awards for all levels of papers are required to be awarded by the Education Bureau of the Education Bureau and professional organizations at all levels; 2. The newsletter of the report school is awarded twice the press fee; 3. The research project award refers to the paper award.
Olympic competition
Note: 1. Individual awards and group awards are not repeated; they are not high; 2. If the results are ranked by rank, the first prize is equivalent to the first prize; the second and third prizes are equivalent. Second prize; other places are equivalent to the third prize.
Other disciplines and non-disciplinary competitions
Note: 1. Non-discipline refers to the school participating in various speeches, essays, knowledge contests, etc. of the municipal, provincial and national education departments or party and government organizations; 2. Individual awards and group awards are not repeated, and the high is not low; If the results are published in order of rank, the first place is equivalent to the first prize, the second and third place are equivalent to the second prize; the other rankings are equivalent to the third prize; 4, the bonus distribution: 1 non-disciplinary competition award Give the tutor; the teacher's prize for the contestant; 2 other disciplines, if they are open, can only receive 50% of the award criteria.
Sports, art competition
Note: 1. It must be a competition organized by the education departments at all levels; 2. Prizes are awarded in grade-by-level competitions, and only the highest scores are awarded.
Joint entrance examination, high school entrance examination award: according to the school annual joint entrance examination, the senior high school entrance examination award program.
Fourth, accounting, approval, issuance
The General Affairs Office, the Academic Affairs Office, and the Office shall conduct accounting according to the information reported by the relevant departments. After the public notice is not reported, the Vice-President of the Finance and the Principal shall be examined and approved, and the Finance Office shall be issued uniformly.
Part 2: Performance Salary Implementation Plan
According to the notice of the XX County People's Government Office to forward the "Measures for the Implementation of Performance Pay for Public Health Institutions in XX County" and the spirit of the relevant archives, combined with the actual situation of our county, the following implementation plans are proposed.
First, the guiding ideology
Guided by the scientific outlook on development, we will establish an assessment and distribution mechanism for grassroots family planning institutions to receive rewards, performance-linked, and more work, so that performance wage distribution will be tilted to key positions and front-line positions, and the enthusiasm and initiative of cadres and workers will be fully mobilized. To promote the overall healthy development of grassroots family planning business.
Second, the basic principles
Adhere to the principle of paying by work, giving priority to efficiency, and taking into account the principle of fairness;
Adhere to the principle of “high-tech, high-risk, heavy workload, and heavy management responsibility”.
Adhere to the principle of “performance appraisal hook”.
Adhere to the principles of open, fair and equitable assessment.
Third, the scope of implementation
County service center and township family planning service station.
Fourth, performance quantitative assessment
Performance appraisal method
The performance quantitative assessment implements a percentage assessment method. The county service center is responsible for formulating the specific assessment scores in line with this plan, and reporting to the county bureau for supervision and review, and organizing and implementing it.
Determine the assessment results
The assessment leading group summarizes the quantitative scores of cadres and workers, and publishes five working days or convene the notice of all trade unions. The implementation results are met with the person and the signature system for everyone. After the report is not reported, it is reported to the county bureau for filing, and the reward performance pay is distributed. Provide a true and reliable basis. When the cadres and workers have protest against the results of the publicity, I must submit a written reconsideration to the assessment team in the public notice period. For the questions that the assessment team is difficult to answer, it may be arbitrated by all the trade unions or more than two-thirds of the cadre workers' representatives.
Use of assessment results
The results of the performance quantification assessment will be recorded in the annual assessment of the cadres and employees of the public institutions, and the professional and technical personnel assessments, as an important basis for post appointments, job promotion, commendation awards, and award-based performance pay.
V. Distribution of performance pay
Performance salary composition
After the implementation of the performance-based wage system in the grass-roots institutions, the wages are called post-performance wages, including basic wages, retained wages, and performance-based wages; the post salary, salary-level wages, and 10% allowance for nurses in the original wage structure are basic wages; The retention subsidy is unchanged; the unified subsidy, performance subsidy, and temporary subsidy in the original wage composition are partially merged into performance pay. After the performance appraisal is implemented, the performance pay is divided into two parts: basic performance pay and reward performance pay. Implemented since October 20XX.
Approved total performance pay
The total performance payroll is approved by the Human Resources and Social Security Bureau every year according to the basic salary of the cadres and workers in each unit in the previous year and the standard subsidy level of the post-Tianjin subsidy.
Performance pay is divided into two parts: basic performance salary and reward performance salary. Among them, basic performance wages account for 70%. Mainly reflect the regional economic development level, price level, job responsibilities and other factors; incentive performance wages accounted for 30%. Mainly reflects the cadre workers' workload and actual contribution and other factors, the unit in the approved total according to the assessment results, focus on key positions The front-line positions and the cadres and workers who made outstanding achievements were tilted; the total annual reward performance pay of all cadres and employees was the total amount of reward performance pay for the unit this year.
Basic performance salary assessment
Basic performance pay is paid monthly and goes directly to the individual account.
Reward performance payroll assessment
Incentive performance pay mainly reflects the performance and contribution of the completion of the task. After 130% of the per capita reward performance pay of the county service center and the township service station, the first part of the unit is the first-line reward performance payroll, and the remaining part is the total amount of the reward performance pay of the unit cadres and workers, which is cashed once every six months, and each unit shall not overspend and intercept. The performance appraisal result is the main basis for the distribution of reward performance payroll in the assessment cycle of cadres and workers. The specific calculation method is as follows:
Reward performance salary of cadres and workers = unit reward performance total wages 总 unit performance appraisal points total × cadre employees individual performance appraisal points.
Performance payroll
All units shall convene a general staff meeting to report the distribution of reward performance payrolls, and publish five working days for publicity. After no protests, write a written public report and report it to the County XX Bureau and the Human Resources and Social Security Bureau.
After review by the County XX Bureau and the Human Resources and Social Security Bureau, the procedures for the approval of reward performance payrolls shall be handled.
Sixth, assessment requirements
1. In one of the following circumstances, you must not enjoy reward performance pay this year:
Violation of professional ethics and unqualified assessment.
The performance appraisal results are incompetent.
In the current year, no more than 5 working days have been completed for no reason, and the accumulated leave has exceeded 30 working days or more;
Dismissed from the employment contract;
Wages are suspended due to violations of laws and regulations or other relevant regulations.
2. The unit selected for training due to work needs to enjoy the average performance salary of the same position.
3. If the legal maternity leave, marriage leave, funeral leave, or disability is caused by the public, it shall be implemented in accordance with relevant state regulations.
4. Due to the needs of the work, the county service center and the township service station will be transferred to the county administrative department to work. The reward performance pay will enjoy the average performance salary of the same post, and the personnel who are transferred to other positions will not enjoy it in principle.
5. Those who are subject to warnings for party discipline, political disciplinary action or violation of state laws and pursue criminal responsibility shall be subject to the relevant provisions of the State.
6. Borrowing the cadres and workers of the family planning system, if they are assessed by the borrowing unit and the qualifications are above or above, they shall be distributed according to the average number of reward performance wages of the same-level personnel of the unit;
7. The average number of reward performance pays for the same-grade personnel of the unit approved by the county bureau for long-term sick leave;
7. Organizational leadership and supervision of the assessment work
The county service center shall set up a performance appraisal leading group to be responsible for the organization, guidance, supervision, coordination and management of the performance appraisal distribution of the employees and township family planning stations. The county service center assessment team consists of 5 units of the unit leader and employee representatives. The head of the unit is the leader of the unit, and the number of employees in the assessment team is not less than 1/2. The assessment team should collect and organize the relevant assessment materials of the employees of the unit, and it is forbidden to be unfair by the impression.
The county service center shall formulate detailed assessment rules for the unit and the township service station. The examination and approval rules must be discussed and approved by all cadres and workers' conferences. Once the assessment rules are passed, they will not be changed within one year. If the rules are found to have obvious loopholes or are unfair, the amendments will still pass the above procedures. The appraisal rules are reported to the county bureau for review. If the XX Bureau considers that it meets the normative procedures, it shall be examined and approved and reported to the county people's bureau for record.
The county bureau will allocate the performance appraisal of cadres and workers to the task of assessing the annual work objectives of each unit, and further strengthen the supervision and management of this work. The county bureau will organize relevant personnel to supervise the distribution of performance payroll assessments of various units.
Members of the assessment team of the county service center must strictly implement the assessment requirements and conduct an assessment in a realistic manner. For those who do not follow the prescribed procedures, they shall be ordered to re-run according to the prescribed procedures. In the assessment, there will be cases of malpractice, retaliation, falsification, etc., which will be strictly dealt with. Anyone who violates relevant disciplines and regulations will, once verified, strictly pursue the party discipline and political responsibility of the relevant personnel in strict accordance with the organizational procedures.
Eight, related requirements
Raise awareness and strengthen leadership. Performance appraisal is a complex systematic project with strong policy and wide coverage. It is related to the vital interests of the cadres and workers. The county and township service units must do a good job in in-depth and meticulous work, and organize the cadres and workers to study and publicize. The country's principles and policies, unified thinking and understanding, let every cadre and staff understand that the implementation of performance appraisal distribution is a policy used by the state to stimulate advanced and promote development. Incentive performance wages are not owned by cadres and workers, but only in the performance of performance. The total amount is measured according to the head and the title.
Clear tasks and implement them carefully. The county and township service units shall, in accordance with this implementation plan, combine the work functions and tasks, carefully refine and decompose the work objectives and tasks, verify the work tasks of each job, quantify the scores of the indicators, and formulate the assessment rules. It shall be implemented after being approved by the county bureau through the employee representative assembly or the employee assembly.
Serious discipline, fairness and justice. County and township service units must be serious in performance appraisal and assign work discipline, irresponsible for work, not assessed according to the prescribed procedures, standards, and methods. If they are not distributed according to the assessment results, the performance appraisal will be distorted and inaccurate, and the accountability system will be implemented. The results of the assessment will be announced in a timely manner, and the supervision of the people will be consciously accepted. At the same time, the ideological work of the employees should be done well, and the employees should be guided to correctly observe the performance appraisal and reflect the demand through normal channels. After the performance salary is implemented, the county and township service units shall not issue any allowances or bonuses themselves in addition to the approved total performance salary, and shall not break through the approved total performance wages.
Part 3: Performance Salary Implementation Plan
In order to meet the needs of the reform and development of education and teaching, give full play to the incentive mechanism of wage income, further tap the internal potential of the school, fully mobilize and give play to the enthusiasm and creativity of teachers, improve the quality of teachers, optimize the ranks of teachers, and strengthen the post responsibility system, according to Guangdong The Provincial Personnel Department, the Department of Finance, and the Department of Education, "Notice on Printing and Distributing the Implementation Opinions on Performance Wages of Compulsory Education Schools in Guangdong Province" and the "Implementation Measures for the Implementation of Performance Wages in Yangshan County Compulsory Education Schools", combined with the actual situation of our school, specially formulated China's small Incentive performance salary assessment implementation plan.
First, the guiding ideology
Guided by Deng Xiaoping Theory and the important thinking of the "Three Represents", implement the party's "XX Great" spirit, thoroughly implement the scientific development concept, implement the relevant requirements of the "two equivalents" of the wages and benefits of Chinese teachers, and fully mobilize the faculty and staff. The enthusiasm, initiative and creativity of teaching and educating people combine the post management work of our school with the performance appraisal work, and combine with the internal assessment of the school to make the performance appraisal results closely related to the distribution incentive mechanism, and encourage the faculty and staff to love and dedication. Solid work, pioneering and enterprising, proactively complete the tasks of the school, establish a system of employment full of vitality and vitality, promote the institutionalization, standardization and scientific management of our school, gather the wisdom of the faculty and staff, and strive to do a good job of the people. education.
Second, the basic principles
1. Adhere to the principle of open, fair and just performance salary management and distribution.
2. Adhere to the principle of uneven distribution. Adhere to the need for more work and more rewards, and to the teachers and class leaders in the remote mountainous areas and other education and teaching personnel who have made outstanding achievements in the front line. They are closely integrated with positions, tasks, performances and responsibilities, and mainly assess teachers' moral, energy, and diligence. Performance, low-cost, key assessment of work performance.
3. According to the Guangdong Provincial Archives Regulations: The reward performance payroll, which accounts for 30% of the total performance payroll, is assessed and distributed directly to the teacher himself or to the individual wage bank account.
4. Implement the principle of dynamic management. The reward performance payroll is based on the performance appraisal results as the main basis for distribution, and dynamic management is implemented. In principle, the semester is assessed and the reward performance pay is realized. When there is a change in the workload of the post, it shall be adjusted according to the program adopted by the faculty congress.
Third, the assessment object, time
Appraisal target: All the faculty and staff members who have been employed in the school.
Implementation time: From September 1st, 20XX, the performance appraisal will be implemented to realize the reward performance pay.
Fourth, the specific assessment implementation plan
Fund composition
The County Personnel Bureau, the Finance Bureau, and the Education Bureau will issue 30% of the total performance payrolls allocated to the total number of teachers in the country.
Project establishment
Class guide post allowance, teacher allowance in remote mountainous areas, super-class work allowance, education and teaching achievement reward and year-end one-time bonus five categories.
Assessment rules
Teaching methods for teaching frontline teachers
1. Class guide post allowance.
Total funding: 50 yuan × total number of classes.
Standard: 50 yuan / person month. Among them, 30 yuan is used as the base of the class guide fee, and is issued according to the total number of months of the class. Another 20 yuan is used as a floating fund to give a class teacher allowance for a large class.
Example of calculation method:
1 There are 45 students in a class, 58 classes in the first to sixth grades of China, and 1846 students. The guide fee for the class is 30+20×58×45÷1846=58.3;
2 There are 15 students in a class. There are 58 classes in the first to sixth grades of our country, with a total of 1846 students. The guide fee for the class is 30+20×58×15÷1846=39.4.
A sub-class guide award was set up, and the post allowance was half of that of the class.
2. Teacher allowance in remote mountainous areas.
1 The schools in the remote mountainous areas are divided into three categories: Yankou Guoxiao is a class, Henggang and Osmanthus are small, and Dagang is a small class.
2 allowance standards: Yankou Guoxiao, Henggang, Osmanthus small, Dagang small.
3 Based on the total number of months the teacher actually works in each type of school.
Calculation method: Yankou Guoxiao 10× total months = total amount of such allowance;
Henggang, Osmanthus National Small 20 × total months = total amount of such allowance;
Dagang National Small 30 × total months = total amount of this type of allowance.
3. Quantification of education and teaching achievement allowances.
According to the four assessments of morality, energy, diligence and performance, the score is 100 points.
Part 4: Performance Salary Implementation Plan
This program is specially formulated in accordance with the spirit of the higher authorities and the spirit of the relevant meeting of the Education Bureau.
First, the guiding ideology
Implementing the scientific development concept, taking the implementation of faculty performance pay as an opportunity, introducing the competition mechanism into the division of teachers and the reform of the wage system; comprehensively establishing a scientific and standardized, easy-to-operate income distribution mechanism, embodying the principle of more labor and more distribution, Encourage teachers to be dedicated and dedicated, proactively accomplish the goals of various tasks and tasks, and promote the healthy, harmonious and rapid development of school education.
Second, the implementation object
Teacher in the post
Third, the basic principles
1. Performance workers' resources are rewarded with subsidies. Based on the school situation, the distribution is conducive to the development of school education, embodying people-oriented, and achieving more work and more rewards. Performance pay is divided into two parts: post salary subsidy and performance reward.
2. Where the teacher goes to work normally, full of workload, and earnestly completes the routine work, the teaching quality is good, and the monthly post target assessment is divided into 100 points to get the salary subsidy for this level. The post salary assessment points are the teacher's quantitative assessment scores.
3, super-workload work, good work effect, make special performance, give performance reward according to the relevant system of the school.
Fourth, the assessment method
1. Xiao Gao, Xiao Yi, Xiao Er, the salary subsidy standard for trainee positions.
Xiaogao: 681 yuan, small one: 622.5 yuan, small two: 607.5 yuan, trainee: 442.5 yuan.
2. Conduct assessments on a monthly basis.
1) Each period is assessed separately in actual class.
2) Assessment of cold and summer vacations, complete the tasks assigned by the school as required, and no violations of discipline and discipline occur, and score full marks.
V. Assessment calculation method
The teacher's job evaluation is 100 points, and each deduction is 1 point deducting the salary subsidy of 6 yuan.
Six, operating rules
Post salary subsidy
1. Attendance assessment
1) Deduct 10 points for the day and 5 points for the sick day. If you arrange your work on your own leave, you will be deducted by half. Failure to perform the leave request in accordance with the school regulations is considered as completion, and 15 points are deducted for half a day. Sporadic false cumulative calculation. The post allowance and the end-of-period performance of the full-time leave for 5 days and more than 5 days are deducted according to the actual attendance.
2) Teachers enjoy half-day family leave every month, but they must arrange their own work and perform the leave formalities. If you do not arrange a job, you will be deducted 2 points for each class.
3) Other circumstances, according to the relevant file regulations of the superior.
2, workload assessment
1) Full workload determination.
A. Teachers' weekly class hours The class guide and language teachers are divided into classes 3 to 4 in addition to the Chinese language teaching tasks of the class; 12 math teachers; 15 English teachers, 15 science teachers, and 16 other teachers.
B. The administrative and department heads shall determine the workload according to the relevant files of the Education Bureau and the similar division of schools according to the actual division of labor. The administrative and departmental work shall be quantified by the principal's office on the completion of the work of each department.
C. If you are dissatisfied with the workload, you can apply for or part-time or develop a school-based course to achieve a full workload.
D. Other special circumstances, according to the spirit of the superior file and the school system through the school council, the Staff Representative Conference to discuss and pass.
2) The full workload is 70 points, and the first one is deducted by 2 points.
3. Regular work assessment
Regular work such as preparing lessons, correcting assignments, teaching and research activities, attending conferences, learning and training, and submitting materials, deduct 2 points for one less time, and deduct 1 point for one time without meeting the requirements.
4. Regular work performance
The routine work performance appraisal is based on the monthly routine appraisal results of all departments of the school. It is divided into four grades: excellent 8 points, good 7 points, qualified 6 points, and 4 points unqualified.
5. Teacher professional ethics assessment.
1) Dedicated to work, be a teacher, and abide by the rules and regulations of the school. If there is a problem with the teacher's morality, the parents of the student will go to the school or go to the relevant department at the higher level to complain. According to the investigation, the impact and consequences will be deducted by 5 to 100 points.
2) Compliance with discipline, for all students, caring for poor students, not corporal punishment or corporal punishment in disguise. If a corporal punishment or disguised corporal punishment is found, the student will be deducted 5 points. Deducting 5 to 100 points depending on the circumstances.
3) Take care of the overall situation, obey the distribution, care for the group, love the students, actively participate in the school's activities, and work hard to complete their duties, and actively complete the temporary tasks assigned by the school. If there is no normal reason for disobeying the distribution or not accepting the school to arrange the work, the responsibility is not strong, deduct 2 points at a time, resulting in 10 points of adverse consequences.
4) Teachers must seriously participate in various studies, conferences, and activities. They should not be late to leave early, have a good time to take leave, and take good study notes. If you violate the deduction of 2 points.
5) Teachers should strictly abide by the classroom teaching routines. They are not allowed to smoke or use mobile phones during classes. They are not allowed to be late for class, not allowed to go halfway or find a deduction of 4 points in advance. When you are in class, go online or watch something that is not related to education. Once found, deducted 2 points.
6) Don't accept bribes from parents of students for any reason, do not sell all kinds of items to students, and charge students for illegally. Once a deduction of 10 points was found, the school with serious circumstances was hired, transferred, dismissed or handed over to the Education Bureau according to the investigation.
6, safety work assessment
1) The first time the accident occurred, the main leaders of the school were reported to handle the relevant accidents in a timely manner. In the event of a safety accident, the teacher did not take timely measures to let the accident happen, and deducted 10 points at a time.
2) The student's safety accident caused by the teacher's own negligence, the safety assessment is deducted by 5 points.
3) Deliberately leading to the occurrence of safety accidents, in addition to deducting safety assessments, according to the handling measures of the State Council's campus injury accidents, investigate the economic responsibilities of teachers. If the situation is serious, the relevant departments shall be investigated for legal responsibility.
Performance reward section
Scientific research, teaching and research courses, open courses, teaching competitions, monographs, evaluations, extra work, excellent teaching quality, super-head subsidies, special contributions and other performance rewards, according to the school teaching and research reward system and school related overtime, duty, The official agency, job allowance and other systems are implemented. The total amount of performance awards is equal to the sum of the performance award funds drawn in each period and the funds deducted from each position.
1. The evaluation form of the teacher performance award at the end of the National Labor Year of the Labor East Road.
2. Subsidy allowances such as job allowances and overtime shifts.
1. Job allowance:
Principal: 100 yuan / month Vice President: 90 yuan / month
Dean of Education: 80 yuan / month Academic Director: 80 yuan / month Logistics Director: 80 yuan / month
Young Pioneers Counselor: 60 yuan / month Information Supervisor: 40 yuan / month
Canteen Supervisor: 40 yuan / month Health Supervisor: 40 yuan / month
Class guide: 1 yuan / student / month Deputy class guide:
District moral education demonstration class guide 40 yuan / month school moral education demonstration class guide 20 yuan / month deputy director halved subsidy from the establishment of the successful month began to calculate, the district level to enjoy a school year, the school level enjoy the next establishment
Party leader: 30 yuan / month Trade union leader: 30 yuan / month
Teaching and research team leader: 30 yuan / month Office chief: 20 yuan / month
Group leader: 10 yuan / month Book management: 40 yuan / month
Storage in the instrument room: 20 yuan / month Sports equipment storage: 20 yuan / month
2. Substitute allowance:
All school adjustments and substitute classes are arranged and approved by the teaching office. Substitute 5 yuan / day, the end of the month is summarized by the teaching office.
3. Value allowance:
The school teacher should complete the student's school entrance, morning reading, two exercises, road team, inter-class activities, and static school inspections every day, discourage the entry of outsiders, ensure the safety of students, and complete the record of the value. The value of the day allowance is 8 yuan / day. If you do not perform your duties, you will be paid a daily allowance.
According to the unified arrangement of the office, the teachers of the grade-level floor day will complete the order maintenance and safety inspection of the current grade. The value of the day allowance is 4 yuan / day. If you do not perform your duties, you will be paid a daily allowance.
4. Overtime allowance:
Due to the needs of the school work and the overall arrangement of the normal working hours, the workload is overtime. At the end of the month, the department will report to the principal for review. Overtime pay is 40 yuan / day.
5, duty allowance:
The winter and summer vacations are on duty at 20 yuan/day, and the holiday is on duty at 40 yuan/day.
6, early self-study allowance:
3 yuan / time.
7. This program is a guiding plan.
The evaluation and appraisal of post salary subsidies shall be organized and implemented in accordance with the regulations on the construction of teachers' morality, attendance management, safety responsibility, and the management rules of the departments of education, moral education, general affairs, and health. Performance awards are organized and implemented according to the school's teaching and research reward system and the school's system of overtime, duty, official agency, and post allowance.
Part V: Performance Salary Implementation Plan
In order to effectively implement the spirit of performance paying prescribed by the higher authorities, implement the quality assessment plan for school education and teaching, in line with the principle of rewarding lazy, rewarding and rewarding bad, and the evaluation of teachers reflects the characteristics of fairness, fairness and openness. To achieve the goal of further mobilizing the enthusiasm of the majority of teachers, and to achieve the goal of all aspects of the school to a new level, the "Northern China National Small 20XX--20XX academic year performance salary implementation plan" was specially formulated. The plan was submitted to the school committee and all the teachers to take effect immediately after the discussion. The details are as follows:
First, the guiding ideology
Enhance the vitality of running a school, improve the quality of school running, further promote the reform of the school's internal management system, fully mobilize the enthusiasm of teachers, gradually form an internal incentive mechanism and restraint mechanism, and give full play to the incentive effect of performance pay.
Second, the formulation of the principle of the program
1. Adhere to the principle of “doing more work and more”, “excellent labor and reward” and “no effort”. Break the egalitarianism, determine the performance salary of teachers based on the assessment of work responsibilities and job objectives, and on the basis of assessment.
2. Adhere to the principle of “fairness, fairness, and openness”. The whole process of performance appraisal should be publicized and earnestly fair and just.
3. Adhere to the principle of “scientific and reasonable”. The teacher performance salary implementation plan should strive to be scientific and reasonable.
Third, the number of performance pays
Executed once a month
Fourth, the execution amount of performance wages
40% of the total performance salary of all teachers prescribed by the Education Bureau is the full amount.
V. Established Beibei Elementary School Performance Salary Release Leading Group
Team leader: Wang Lijuan
Deputy leader: Hu Hong
Member: Shi Minhui Hou Xiaohong
An office is set up under the leadership team, with Wang Lijuan as the head of the office and an operating program.
Sixth, specific methods:
The teacher's individual performance appraisal is 100 points.
Teacher's image
1, work shoving, disobeying the distribution, offenders deduct 1 point.
2, work dereliction of duty, causing adverse effects, endangering the reputation of the school, offenders deducted 2 points.
3, engage in unfair style, public heads to the leadership, say others gossip, move right and wrong, affect unity, causing adverse effects deduct 1 point each time.
4, the teacher wearing a meter, behaving uncivilized, found a deduction of 0.5 points. It is strictly forbidden to eat in the classroom and find a deduction of 0.5 points. Those who do not take classes during class will find a deduction of 1 point.
5. It is strictly forbidden to play cards or play mahjong during work. It is strictly forbidden to pick up the phone during class, and deduct one point each time.
6. Those who do not follow the order of the venue will be deducted 0.5 points each time.
Teacher attendance
1. Deducted 1.2 points for each section of the class, 0.3 points for each time, such as the flag, conference, morning exercise, study, teaching and research activities, and 0.1 points for each late arrival and early departure.
2, late for work or early leave each time deducted 0.2 points.
3, without the approval of the school's teaching department to privately adjust the class, the two sides each deducted 1 point.
4, the leave should be informed to the school in a timely manner, the school arranges the substitute, the deduction is 0.75 points per section.
5, sick leave must have a hospital certificate, should be informed to the school in time, the school arranges substitutes, sick leave deduction of 0.5 points per section.
6, legal maternity leave, marriage leave, funeral leave, etc., do not say hello to work, do not go to work, deduct 15 points a day, do not go to work after the end of the call, according to the calculation of the deduction of 7.5 points per day,
7. During the normal working hours, the teachers who have completed the education will be deducted 7.5 points per day according to the leave.
8. The higher education department or school arranges teachers to go out for training, participate in teaching and research activities, etc., but must first adjust the class, and leave the class without adjusting the class, deducting 0.5 points.
9. Check in twice a day, sign in should be timely, sign in not timely, sign on, sign in early or not sign, each time you find a deduction of 0.1 points, the end of the deduction.
10. Everyday lunch break should be arranged according to the schedule. If it is found that the class is not timely, deduct 0.2 points; if you do not take the class, deduct 0.75 points at a time.
Record assessment
1, study notes.
Every teacher must seriously participate in political study and business study, and take notes carefully. If the number of times is insufficient, the score is deducted by 0.5 points, and the record is not timely deducted by 0.1 points.
2. The teaching materials are handed in.
The plans, summaries, essays, teaching reflections, courseware and other materials that are submitted for each semester must be submitted on time within the specified time, and the late submissions are deducted by 0.5 points each time. This item has not been awarded in a single order.
3. Meeting minutes.
Every meeting must be carefully prepared for the minutes of the meeting, the number of times is not enough to deduct 0.5 points, and the record is not timely, each time deducted 0.1 points.
1. The teacher prepares lessons.
Prepare each lesson carefully according to the effective teaching routine. Each lesson will be deducted by 0.5 points. If the link is incomplete, the score will be deducted by 0.1 points. If the old lesson plans or no lesson plans are used, 6 points will be deducted. If the teaching plan does not match the content of the textbook, each 1 point deduction. If there is no lesson in class, I found that I deducted 1 point.
2. Assignment, correction and counseling.
According to the requirements of effective teaching practice, all disciplines shall arrange the operation and the correction operation according to the quality and quantity. The correction shall be deducted by 0.1 points for each missing one, and shall not be corrected in time; a deduction of 0.1 points shall be found; if the student has made a mistake, he shall find a deduction of 0.1. If the number of coaching is not enough, the score is 0.1 points.
3. Listen to classes and review classes.
Adhere to the lecture system, and seriously evaluate the class, no less than 15 sessions per semester, 1 point for one less, 0.5 points for those who do not participate in the class, and 0.5 points for one less; if you do not pay the class record or falsify, deduct 3 points depending on the situation -- -6 points. Teachers in other disciplines can choose to listen to Chinese, math and English. Teaching records must have teaching advice. If there is a lack of teaching advice, deduct 0.1 points less.
4, the transfer of students with learning difficulties.
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