Teacher assessment implementation plan

First, the guiding ideology

Guided by Deng Xiaoping Theory and the important thinking of the "Three Represents", we thoroughly implement the scientific development concept, comprehensively implement the party's educational policy, aim at serving and promoting the scientific development concept of compulsory education, and focus on improving the quality of the teaching staff. Promote the performance of teachers, focus on building a performance appraisal and evaluation system that is consistent with the rules of education, teaching, teacher development, clear orientation, standard science, and perfect system, and promote teachers to contribute wisdom and strength to the comprehensive implementation of quality education and the education of the people's satisfaction. . Adhere to fairness, impartiality, openness and transparency, fully promote democracy, enhance the transparency of performance appraisal work and the credibility of appraisal results, and comprehensively assess the moral, energy, diligence and performance of faculty and staff.

Second, the basic principles

The implementation of performance appraisal work should follow the following basic principles: respect for the law, 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. 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. 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. Objective and fair, simple and easy. Adhere to the principle of seeking truth, democracy and openness, scientific and reasonable, standardized procedures, stressing practical results, and refraining from cumbersome.

Third, the assessment object

Formal staff of compulsory education schools that implement performance pay. This includes school leaders, teachers and other professional and technical personnel, general management personnel and work crews.

Fourth, the main indicators and content of the assessment

The main indicators of the assessment are based on the teacher's completion of the duties and tasks stipulated by the school, comprehensive assessment of morality, ability, diligence, performance, and key assessment work performance.

Morality refers to the performance of political, ideological and moral qualities. The main indicators include the ideological and political quality of teachers, teachers' professional ethics, personal morality, social morality, honesty and education.

Yes, it refers to the level of professional quality and ability to perform teacher duties. The main indicators include the cultural quality, teaching ability, scientific research ability and innovative ability of teachers.

Diligence refers to the performance of work attitude and work performance. The main indicators include attendance, job responsibility, work style and so on.

Performance refers to the quantity, quality, efficiency and benefits and contributions of the completion of education and teaching. The main indicators include engaging in moral education, teaching, class teacher work, education and teaching research, and teacher professional development.

The content of the assessment is to fulfil the statutory duties of the teachers as stipulated in the Laws and Regulations such as the Compulsory Education Law, the Teacher Law, and the Education Law, as well as the completion of the duties and tasks stipulated by the school, including the teacher's morality and education. Achievements in the work of the class teacher.

V. Assessment methods

Assessment classification

1. The leaders of the central school and the president of the middle school are assessed by the Education Bureau and the assessment team of the school. Among them, the evaluation of the leadership education bureau of the vocational school accounted for 60%, and the examination of the leadership education bureau of the deputy vocational school accounted for 40%.

2. Full-time teachers, other professional and technical personnel in the school, general management personnel, work and technical personnel, and class teachers are all assessed by the school assessment team.

Quantitative assessment

The assessment totaled 100 points, including 20 points for attendance, 30 points for work, 20 points for education and teaching, and 30 points for education and teaching.

Attendance. Mainly assess the attendance of faculty and staff. Sick leave is deducted 1 point for 3 days, 1 point for leave for 1 day, and 3 points for 1 day for completion. The score is deducted until the score is deducted. Holidays such as weddings, funerals and marriages are carried out in accordance with relevant regulations. The assessment basis is the school attendance record.

The amount of work. Quantify the workload of all jobs in the school. The workload of all faculty and staff in the week is summed up, and the total workload of each post in the school is obtained. Divided by the total number of faculty and staff in the school, the weekly workload of the faculty and staff of the school is obtained. The actual workload of the faculty and staff divided by the weekly workload of the school faculty and staff multiplied by the workload score is the faculty workload score. Calculation formula:

The per capita workload of faculty and staff per week = the total workload of each post in the school, the total number of faculty and staff

The workload of the faculty and staff = the actual workload of the faculty and staff, the per capita workload of the faculty and staff per week × 30 points

All schools should reasonably match the workload of the faculty and staff, and try to balance the workload of the faculty and staff.

Education and teaching process. It mainly assesses the performance of duties and responsibilities of staff and staff in the process of education and teaching, as well as the performance of safety management duties, work attitude and responsibility. The full-time teachers focus on the implementation of regular teaching, such as preparation, teaching, approval, supplementation, examination, and research, as well as the participation of teaching research and teaching research activities and the completion of tasks. Teachers should be guided to implement the teaching work in the regular process, actively participate in teaching research activities, improve classroom teaching efficiency, and implement quality education. This assessment of the personnel engaged in non-teaching work shall be subject to the corresponding rules.

Education and teaching performance. It mainly assesses the completion of the tasks of the faculty and the actual results of the work. The performance evaluation of non-professional teachers in education and teaching, the school based on the task objectives and tasks assigned to each time to develop detailed assessment rules, seriously and rigorously do a good job of assessment and quantify the score.

Six, the assessment program

1. The performance appraisal should be consistent with accurate, timely, simple and pragmatic principles, based on monthly records, and assessed once per semester;

2. At the end of the semester, the performance appraisal results will be notified to the assessed teachers in writing. If the teacher has different opinions on the assessment results, he can appeal to the school assessment working group through normal channels.

3. The school will announce the results of the teacher's assessment in the school for more than 5 working days.

Seven, the use of assessment results

1. The end result of the semester is an important basis for the annual assessment. In principle, the total score of the excellent grades is 90 points or more; the scores of the qualified items are between 75 and 89 points; the basic qualifications are between 60 and 74 points. The total score is below 60 points and one of the following acts is rated as unqualified: discriminating insulting students, corporal punishment or corporal punishment in disguise, causing adverse effects; privately running classes or conducting paid tutoring; selling to students, purchasing Advising supplementary materials and other commodities, asking for or disguising the property of the students' parents; absenteeism or leave for more than the number of days prescribed by the state; expressing the appeal in an illegal manner; taking steps such as strikes to interfere with the normal education and teaching order; There are major safety responsibility accidents; there are other serious damage to the image and reputation of the teacher. The number of people who were rated as unqualified did not account for the proportion.

Total school performance payroll

The total score of the performance evaluation of teachers in the whole school

2. Performance appraisal results are the main basis for performance salary allocation. In order to stabilize this work, 30% of the average performance salary of teachers in our country fluctuated, and another 70% were distributed on average if the teachers had no serious problems.

Teacher Floating Performance Salary = × Teacher Individual Performance Assessment Score

8. Organizational leadership and supervision of the assessment work

1. Each Chinese small school combines the actual performance of the school to formulate performance appraisal rules. The appraisal rules must be discussed and approved by the staff plenary or the employee representative meeting, and can be executed after being reported to the central school for approval.

2. The whole process of implementation assessment should be open and transparent, and be subject to the supervision and inquiry of the staff and staff at any time. After the assessment of the quantitative score is announced, it must be publicized at the school, and the deadline for publicity shall not be less than 5 days. If there is any opinion, it must be verified in time. If the score is incorrect, the score must be re-determined. It also informs teachers that they can submit reviews and appeals within the prescribed time limit. All responsible departments must strictly implement the regulations and conscientiously do a good job in reviewing and responding to complaints.

3. Each school shall set up a leading group for the performance of the faculty and staff performance appraisal and distribution, and be responsible for the specific implementation of the assessment and distribution. The working organization is composed of school leaders and faculty representatives. The principal is the leader of the team, and the members of the assessment team must not be less than one-third. Members of the assessment team may be nominated or democratically elected by the school administration, and may be produced by means of a faculty meeting or a student representative's meeting.

9. Disciplinary requirements

During the entire assessment process, members of the assessment team must strictly implement the assessment requirements and conduct an assessment in a realistic manner. Strictly deal with malpractices, retaliation, and falsification in the assessment.

X. This program is explained by Hougang Central School.