Study abroad study report

From the afternoon of April 28th to April 29th, the first study group and 9 people led by Vice President Li Hongsheng, went to Huai'an Information Vocational and Technical College, Xuzhou Economic and Trade Higher Vocational and Technical School, and Xuzhou Finance and Economics Vocational and Technical School. Higher vocational colleges have studied and studied many problems faced by the school after upgrading to higher vocational education in terms of education and teaching management mode, institution setting and distribution system, and visited the campus and experimental training bases of relevant universities. The specific situation is reported as follows:

First, the overall feeling

The first study group visited 3 colleges and universities, including 1 higher vocational school and 2 higher vocational schools. The main contents of the study were the establishment of the higher vocational school and the division of functions, the department management mode, and the internal Distribution system, etc., compared with the hardware facilities and internal management of these three institutions, there is a certain gap between our school and Huai'an Information Vocational and Technical College, but there is not much difference between Xuzhou Economic and Trade Higher Vocational School and Xuzhou Finance and Economics Vocational School. The three colleges and universities basically adopt the departmental secondary management mode in the management mode. The focus of education and teaching management is shifted to the various departments, and the administrative offices mainly do the work of service, coordination, supervision, etc. The department has clear responsibilities and clear responsibilities. The entire school operates in strict accordance with the established rules and regulations for education and teaching management.

Our school implemented the secondary management mode of the school in the early 1990s. After long-term operation and continuous improvement, our school has accumulated rich experience in the secondary management of the school, and the duties of each department and professional department. Clearly, all management systems and assessment systems are complete. Under the direct leadership of the Party Branch and the Principal's Office, all departments carry out departmental work closely around the center of the school, ensuring the high-speed and efficient operation of the entire school education and teaching, and promoting the school's cause. Development continues to a new level.

After upgrading from secondary vocational school to higher vocational school, the school must undergo qualitative changes in terms of school philosophy, education specifications, management mode, etc. After the new campus is relocated, the school’s school scale has expanded rapidly, and the original management model has been unable to adapt. The reality of the school, for this reason, the reform of the school's institutional setting, distribution system, and management model has become the consensus of all our study members.

Second, specific recommendations

1. Establish and improve a series of rules and regulations such as job responsibilities and assessment system.

This is a systematic project with strong policy and principle, large workload and complicated work process. This year, the school has organized personnel to go to higher vocational colleges in other places to study and study. The framework for the establishment of institutions and the number of positions in the school has been basically understood. Therefore, it is possible to organize a group of people and to revise and improve the existing management manual in light of the actual situation of the school. Clarify the job responsibilities of each department, improve the education and teaching management regulations, and improve the various assessment systems. After the school moves to the new campus, it can immediately transition to the management mode of the higher vocational school department, and gradually find problems in the future operation process, and then modify it according to the actual situation of the school to make it perfect.

2. The staff of the functional department and the department department should be equipped.

The implementation of the department's secondary management, the school must give the departments a certain degree of rights, including people, money, goods; but the departments must not set up separate accounts, all income must be paid into the school's big account, unified expenditure. The license of the department head is relatively large, and the corresponding responsibility should be increased. It is necessary to be responsible for the education, teaching, and student management of the department. The department heads must have strong capabilities, flexible work methods, and high cohesiveness, but the overall situation and obedience must be stronger; the service, coordination, and supervision of the heads of various functional departments should be further developed. In this way, under the leadership of the principal's office, the functional department and the department departments cooperate with each other and promote each other to promote the rapid development of school work.

3. Further strengthen the team building of the class.

After entering the new campus, the number of students and the number of classes in the school increased sharply. It is possible that a teacher will be the head teacher of one or more classes, and the assessment of the class teacher must be strengthened, and the reward and punishment should be increased. In addition, we can also learn from the model of other higher vocational schools, that is, to hire college students from outside the school as counselors, each responsible for the management of 2 to 3 class students.

4. Further introduce the competition mechanism and deepen the reform of the distribution system.

Study summary report, study work report, company study report, exchange study report, travel study report

It is necessary to adhere to the distribution system of "high-quality rewards and reasonable distribution", and to implement personal income, job responsibilities, and work performance. It is necessary to gradually form a distribution incentive mechanism that emphasizes talents, special and key positions, and rewards laziness and performance. Re-contribute, rationally open the gap, and fully mobilize the enthusiasm of all faculty and staff.