Summary of the employment system for all middle school employees

According to the “Notice on Printing and Distributing the Implementation Measures for the Full Employment System of the xx County Institutions” and the “Notice on Printing and Distributing the Implementation Plan for the Personnel System Reform of the xx County Deepening Institutions”, the school’s serious personnel Institutional reform, the implementation of the faculty and staff full employment system, basically achieved the expected results. The situation is summarized as follows:

I. Established a leading organization and formulated an implementation plan.

The school has established the “hiring work leading group” to be responsible for the organization, leadership, implementation and mediation, coordination and supervision of the hiring of employees. The leading group has formulated an implementation plan, determined the basic conditions of the employed personnel, the steps and methods of appointment, the method of appointment and treatment, and the dismissal, and organized all the faculty and staff to seriously discuss and study in depth before the end of the school year, fully comprehending the rich content of the full employment system. In order to carry out the publicity and launching work for the full-time employment system for the next school year.

Second, the principle of comparison, methodical, and conscientiously do a good job in the employment of teachers

1. According to the principle of “dealing posts, setting up posts, fair competition, and two-way choices”, first, hire a teacher to write a written application for employment, fill out the application letter of intent, and participate in the job competition. Then, the school held a teacher's conference to announce the list of candidates for each position, and each of the competitive teachers competed for the job. The principal hired three grade leaders according to the comprehensive performance of the teachers' ethics, ability, diligence and performance. According to the actual situation, the team leader hired the class teacher of this grade. The class teacher hired the class teacher according to the actual situation.

2. The grade leader will report the employment of the class teacher and the teacher in this grade to the school's employment leading group, and submit the employment list to the school . After the leadership group deliberation, the final hiring staff will be determined and the list will be publicized. After three days, there was no objection and the official list was submitted to the Education Bureau for consideration. After the Education Bureau has considered no objection, the principal and the officially employed teachers sign the employment contract according to law, issue the letter of appointment, sign the employment contract, and further clarify and standardize the rights and obligations of both parties.

Third, the effect and problems faced

1. Carrying out the full-employment system of the teaching staff is an inevitable requirement for the implementation of the reform of the employment system. To a certain extent, it can initiate the competitive incentive mechanism and establish a unified internal management system of responsibility, power and interests, which is conducive to the faculty and staff. To mobilize the enthusiasm, initiative and creativity of faculty and staff, comprehensively improve the quality of education and teaching, and promote the healthy and stable development of schools .

2, the lack of talent, the number of teachers is still insufficient, and sometimes the introduction of the appointment system only brings guidance and warning significance.

3. The gap between the hardware conditions of schools and the difference in the treatment of teachers has led to the implementation of the appointment system, which has further aggravated the unfair distribution of educational resources. Because a large number of outstanding teachers in rural middle schools are pouring into the county to teach, between urban and rural areas, between public and private, in the short term, the quality gap of the teachers in the nine-year compulsory education stage is getting bigger and bigger, which is not conducive to the overall improvement of the national quality. Objectively, it is to sacrifice the educational resources of some places and some students in exchange for the educational development of other places and other students.