Middle school performance salary assessment implementation plan

In order to implement a compulsory education school to implement the performance salary system, improve the school education and teaching quality, improve the overall quality of the teaching staff, improve the internal assessment system of the school, give full play to the incentive mechanism and restraint mechanism of performance pay assessment, according to the spirit of the relevant archives of superiors In combination with the actual situation of our school, we have formulated a performance appraisal implementation plan for our school.

First, the basic principles

The following principles should be followed in the implementation of performance appraisal:

1. Respect the law and people-oriented. Respect the law of education, respect the subject status of teachers, and fully reflect the professional, practical and long-term characteristics of teachers' teaching and educating people.

2. Take morality first and focus on performance. Put the teacher's morality in the first place, pay attention to the actual performance and contribution of teachers in fulfilling their duties and implementing quality education.

3. Inspire advanced and promote development. Teachers are encouraged to devote themselves to teaching and educating people, and to guide teachers to continuously improve their own quality and education and teaching ability.

4. Objective and fair, simple and easy. Adhere to the principle of seeking truth from facts, democracy and openness, scientific and reasonable, standardized procedures, stressing practical results, and refraining from cumbersome.

5. Excellent performance and good value, the gap is reasonable. Handle the relationship between wage distribution balance and difference. It is necessary to adhere to the balance of performance and salary assessment, and to reward and reward the first-line teachers, key teachers and other staff members who have made outstanding achievements, and also give due consideration to the balance of wage distribution.

6. Inclusive and reform-oriented. Handle the relationship between reform and inheritance of the assessment system. For the old assessment system of the school, if it proves that it plays a good role and meets the requirements of performance salary assessment, it should be retained in the new scheme. The original school assessment system that does not meet the requirements shall be revised and improved.

7. Multiple evaluations, comprehensive considerations. Performance appraisal should be based on the combination of qualitative and quantitative assessment, self-assessment and his combination of evaluation, formative evaluation and phased evaluation. It is necessary to fully listen to the evaluation of the grade group, the subject group, the teaching class, the community, and the parents of the students. A separate performance appraisal implementation method can be established according to the assessment content

Second, the performance of the salary assessment, assessment methods and assessment results processing

Performance pay is divided into two parts: basic performance salary and reward performance salary.

Basic performance salary assessment

The school is teaching staff, can obey the work arrangements, can perform job duties, complete the education and teaching tasks stipulated by the school, and the basic performance pay is paid in full on a monthly basis.

The following problems are raised for the faculty and staff, and the post allowance in the basic performance salary is deducted as appropriate:

1. There are serious problems in the teacher's ethics. After the administrative office will discuss and decide, the penalty of more than 100 yuan will be deducted from the post allowance for the current month, and it will be reflected in the reward performance pay assessment according to its understanding and improvement.

2. According to the archives of the "Jianqing Tuanlu Middle School's Identification and Treatment of Education and Teaching Accidents", for the faculty and staff who have serious education and teaching accidents, the administrative office will discuss and decide to reduce the basic performance salary post allowance for the month. Including reward performance payroll assessment.

3. If the workload is insufficient and cannot be obeyed by other school work arrangements, or if the school placement tasks cannot be completed, after deducting the reward performance appraisal salary for the month, the shortfall will continue to be deducted from the post allowance for the basic performance salary.

4. If you are unable to work normally for more than half a month due to illness or other reasons, after deducting the reward performance appraisal salary for the month, the insufficient part will continue to be deducted from the post allowance for basic performance salary.

5. For the preparation of a full-time teacher, because the job responsibilities of the full-time teacher cannot be fulfilled and transferred to the teaching assistant position, the post allowance in the basic performance salary will be reduced by 10%-20%.

Assessment and payment of reward performance pay

1. The composition of reward performance pay. It mainly contains the following parts:

Teacher work routine assessment, subsidies: monthly job evaluation awards, monthly meal allowances, etc.

Subsidy category: mainly includes class teacher allowance, management cadre allowance, backbone teacher allowance, etc.

Workload assessment categories: super-time allowances, overtime allowances, etc.

Staged results assessment awards: rewards for teaching and learning achievements, rewards for teaching scientific research achievements, year-end assessment awards, etc.

Other categories: rewards that have a special contribution to the development of the school or that have special achievements in the professional development of the teacher.

2. Incentive performance wages are subject to total management and verification, that is, the total amount of reward performance pay is determined according to the total amount of basic performance wages of the school, and is approved for the distribution of school-based performance pay. When assessing and awarding performance payroll, the school will give priority to teachers' regular assessment awards and subsidies, class teacher allowances, management cadre allowances, backbone teacher allowances, and super-work allowances, and then arrange phased results evaluation awards and other items in the remaining part of the total. The total amount of each component of the annual award-based performance salary assessment shall be formulated by the principal's office and shall be implemented after passing the education representative conference.

3. Teacher's work routine assessment and granting of subsidies.

The issuance of the monthly post assessment award is based on the “Monthly Assessment Method for the Teaching Staff of Gongqing Tuanlu Middle School”, which is issued on a monthly basis. The amount is 820 yuan per person per month.

The monthly allowance for faculty and staff is 70 months per person per month.

4. Assessment of class teacher allowance, management cadre allowance, and backbone teacher allowance.

The basic allowance for the class teacher is 400 yuan per month, which is issued in ten months. Another increase of 200 yuan per month as a class management assessment award, according to the assessment of the class teacher assessment program after the release.

Principal, vice president, middle-level deputy, middle-level deputy, grade leader, teaching and research team leader, preparation team leader, according to job responsibilities and assessment results, the corresponding subsidy standards are 600 yuan / month, 480 yuan / month, 400 yuan / month, 320 yuan / Month, 150 yuan / month, 120 yuan / month, 100 yuan / month. It is issued in ten months throughout the year.

The backbone teachers subsidize the municipal academic leaders, the city's outstanding young teachers, the district-level academic leaders, the district excellent youth, and the district's teaching newcomers. According to the post responsibilities and assessment results, the subsidies are paid twice a year.

5. Overtime allowances and overtime allowances. If the teacher completes the approved workload of the school and exceeds the other workload, the school will provide subsidies. The standard is 8 yuan per time for self-study, and the super-course fee is 30 yuan per class. Because the school work schedule is insufficient, the deduction is 20 yuan per class. Other super-class content determinations are determined by school research. If the school arranges overtime tasks, the school study determines overtime subsidies depending on the specific situation.

6. The issuance of the phased results assessment award.

The award of the Education and Teaching Achievement Award shall be issued after the assessment according to the assessment method for the semester education and teaching achievement awards formulated by the school. Once every semester, the education and teaching achievement awards at the end of the first semester and the year-end assessment awards are combined and issued.

Each year, a reward for teaching and research results is given, and it is issued after the assessment according to the teaching and research reward method formulated by the school.

Third, the organization and implementation of performance salary assessment work

1. The school establishes a performance appraisal working group with the principal as the team leader, formulates the specific implementation plan for the performance appraisal work of the faculty and staff, and implements the performance appraisal work. The working group is composed of the school-level leadership team, the labor union chairman, and the faculty representatives.

2. The establishment of the school consists of the Party branch secretary, the labor union chairman and a representative number of faculty and staff to form a performance salary assessment coordination group to timely understand the faculty and staff's opinions and suggestions on the performance salary assessment plan, assessment process, assessment results, timely communication and assessment The information between the applicant and the assessment object actively mediates the contradictions arising in the assessment work, and guides the faculty and staff to appeal to the school and the school competent department through normal channels.

Fourth, the attached

1. The compulsory education school will implement the performance salary system from January 1, 2019.

2. This implementation plan was discussed and approved by the Third faculty congress of the sixth session of the school and submitted to the Yuhuatai District Education Bureau for approval.

3. The right to interpret this program is in the school principal's office.