Faculty and staff reward performance paycheck program

According to the Notice of the Ministry of Finance of the Ministry of Human Resources and Social Security, the Ministry of Education on the Implementation of Performance Salary Guidance for Compulsory Education Schools, the Ministry of Education's Guidance on Doing a Good Job in the Performance of Teachers in Compulsory Education Schools, and the Education Bureau of Linshui County The spirit of the Compulsory Education School's Trial Measures for Incentive Performance Wage Assessment is to implement the scientific development concept in depth, in accordance with the principle of distribution according to work, excellent performance, fairness, fairness, openness, scientific and reasonable, and total amount control. After the discussion of the school administration and performance appraisal leading group, the discussion draft was submitted to the teachers for full discussion. On December 10, XX, it was reviewed by the Teachers' Congress and passed the vote. This implementation plan was formed.

First, the assessment object and content

principal.

It mainly assesses the five aspects of the principal's morality, ability, diligence, performance, and integrity, and focuses on the performance of the work. The specific assessment rules are formulated by the Education Bureau and organized by the higher authorities.

1. Germany: Mainly assess the principal's ideological and political quality, personality literacy, professional ethics and other aspects.

2, can: mainly assess the principal's school philosophy and educational ideas, as well as scientific decision-making, governance according to law, democratic management, communication and coordination, education and teaching and leading the professional development of teachers.

3. Diligence: Mainly assess the principal's work style, performance of duties and class.

4. Achievements: The main assessment is that the principal fully implements the party's education policy, implements quality education, improves the quality of education and teaching, improves school conditions, builds a safe campus, leads the development of teachers and students in the school, and the quality of education and teaching.

5, Lian: Mainly assess the situation of the principal's school affairs openness, fund use, personnel management and other aspects of integrity and self-discipline.

Vice-president, middle-level cadre and part-time service staff.

Mainly assesses the two aspects of school management and individual subject teaching. The total score of performance appraisal is distributed according to the proportion. The ratio of deputy principals' school management work to individual subject teaching is 6:4, and middle-level cadres and part-time service staff are 5:5. The assessment methods for the management of middle-level cadres' schools shall be carried out in accordance with the examination methods for the principals. The part-time service personnel shall also formulate assessment rules according to the service work schools they are engaged in; the assessment contents and scoring methods for individual subject teaching work shall be the same as those for the teachers of the department.

Teacher of the department.

It mainly assesses the statutory duties of laws and regulations such as the Education Law, the Compulsory Education Law, and the Teacher Law, and fulfills the duties and duties of the school and the performance of the tasks, including moral, energy, diligence, and performance. Focus on assessing workload and work performance.

Second, the incentive performance appraisal method

Germany: Including ideological and political literacy, teacher morality and other aspects. Key assessment teachers fulfill the "Chinese Small Teachers' Professional Ethics Standards" and abide by the "Sichuan Provincial Teachers' Professional Behaviors" and the school rules and regulations.

Additional points: Points are awarded by honorary titles or comprehensive recognition by party committees, governments and relevant departments at all levels. The township party committee government added 0.5 points, the county party committee government added 1 point, the provincial party committee government added 2 points, and the national level added 3 points. The same kind of awards are awarded at the highest level, and each person adds no more than 5 points during the assessment period. The above bonus points will only be used once during the semester assessment, and the next round of assessment will not be added.

Deduction points: 1 point is deducted for smuggling students, and 1 point is deducted for each time. Due to improper work, the parents are sued to the higher party or government or the competent department. Points, the students did not stop the occurrence of major disciplinary violations, and the student proved that the actual deduction was 2 points. If a major security incident occurred and did not participate in the treatment, the student confirmed that the deduction was 2 points. Violation of the school's "professional behavior is not allowed" one deduction of 1 point. The appraisal period is subject to notification criticism, warnings inside and outside the party, and administrative demerits. Depending on the severity of the case and the size of the impact, the relevant responsible person's performance appraisal score of 2-5 points is deducted.

Can: including education and teaching ability, education and research capabilities, continuing education, teacher professional development.

The ability of education and teaching mainly assesses the ability of teachers to organize and manage students, students' ideological work and the combination of the contents of the teaching department to implement moral education in classroom teaching, and to assess the ability of teachers to study curriculum standards and teaching materials, design and organize classroom teaching, and apply modern educational technology. . Based on the current students' evaluation of teaching, the satisfaction rate is 80% and above, 5 points, greater than or equal to 60% - 80%, 4 points, less than 60%, 3 points.

The educational and scientific research ability mainly assesses the ability of teachers to carry out or participate in education and teaching research and reform, subject research, summarizing and refining education and teaching experience, as well as the achievements of teaching and research; continuing education mainly assesses teachers' participation in various types of study and training, academic degree improvement and personal professional The situation of development. 5 points for attending and completing regular teaching and research tasks on time.

Additional points: Participate in the classroom teaching competition organized by the education and research, teaching and research, technical equipment and other audio-visual departments to win the second prize, the county level plus 1 point, the city level plus 1.5 points, the provincial level plus 2 points, the national level plus 3 points The same kind of awards are awarded at the highest level, and each person adds no more than 5 points during the assessment period; the project is successfully established, and the county, city, province, and national levels add 1, 2, 3, and 5 points respectively. Levels are increased by 2, 4, 6, and 10 points respectively.

Deduction points: If you fail to submit the materials submitted in accordance with the regulations, summary, test paper analysis, etc., deduct 1 point for each item, and do not participate in the regular teaching and research activities of the teaching and research group on time, deducting 0.5 points for each lack of one time; 2 points will be deducted for completing the papers or experience articles written by the school. Those who fail to pass the education assessment will be deducted 5 points.

The bonus points and deduction points are only used once during the assessment of this semester, and the next round of assessment period is no longer added or deducted.

Qin: including education and teaching workload, teaching routines, attendance, and part-time work in schools. The workload of education and teaching mainly assesses the situation of teachers taking classes and working as class teachers. The teaching routine mainly assesses the situation of “study six seriousness”, and attendance mainly assesses the situation of teachers obeying the school work system.

1. Scoring method: The average number of school sessions in the weekly class is the basic workload, and the basic score is 35 points.

Weekly basic workload = total weekly class hours / dialed performance payers

Education and teaching workload: mainly assess the situation of teachers in the class, calculate the weekly class time according to the disciplinary coefficient.

Super workload = Actual class time x class time coefficient + other workload - basic workload

subject

Outside the language

Physical and chemical

Political history

Native

Sound body beauty information

Local curriculum

Seventh and eighth grade

1.5

1.4

1.2

1.1

1.1

1.1

Ninth grade

1.5

1.4

1.3

--

1.1

1.1

Each full-time administrator has one basic workload.

Cross-level or inter-disciplinary plus one lesson per week, male teachers over 55 years old and female teachers over 50 years old are added 2 lessons per week, but the increase in class time does not include the coefficient.

Management position workload:

1 The secondary school level is calculated according to 1.5 times of the basic workload of the school teachers, minus 2 workloads to be undertaken, plus the amount of work for the teaching time; according to the regulations of the Education Bureau, the vice president in charge of safety may not attend classes, if not In class, the workload should not be reduced; the middle-level cadres should calculate the workload of the school teachers by 1.2 times, minus the amount of work to be undertaken, plus 4 hours of work.

The 2nd grade team leader is 2 sessions/week, the teaching and research team leader is 1 section/week, and the preparation team leader is 1 section/week.

3 part-time physical and chemical laboratory staff remembers 1/2 basic workload, part-time biological laboratory assistant 2 knots/week, audio-visual, network computer administrator 5 knots/week, academic staff 6 knots/week, office staff 6 knots/week, on-campus The external security patrol is 0.5 knots/day, and the art equipment storekeeper is 5 knots/week. The logistician shall record 1/2 basic workload according to the superior regulations; all administrative part-time jobs shall be 1 section/week.

2, deduction points:

Attendance: Implemented according to the school attendance system and conference system.

The arrangement and arrangement of temporary tasks, such as pushing, dragging, speaking or completing, are not ideal, and deduct 2 points at a time according to the situation.

Teaching plan, homework or other information check: 1 point is missing in one section.

1 point is deducted once without any tuition approved by the Academic Affairs Office.

If you do not reach the basic workload, you will be deducted 0.5 points.

Achievements: including educational effects, teaching performance and other aspects. .

1. Unified teaching results. In order to cultivate teachers' unity and cooperation, and promote the improvement of school teaching quality as a whole, the school implements a bundled assessment. Any school district organization unified examination, the first place in the subject area is 45 points, and each deduction is 2 points. The first place has 1 point plus 1 point for the second place. In the semester class, the semester will be tested in both directions, and the high is not low. In the county, the 10th place is basically divided into 45 points. For each increase, one plus 2 points, and one deduction is 2 points. If the school district does not conduct a unified examination, the school will hold an examination. According to the same level of people, combined with the student consolidation rate, the comprehensive score will be calculated according to 6:4, and the score will be scored at 45, 43, and 41 according to the ratio of 3:5:2.

2, non-test subjects and examination subject assessment: the student evaluation and consolidation rate according to 6:4 comprehensive score, the school non-test subject teachers with a comprehensive score of 3:4:3 ratio determined personnel, in turn, 45, 43 41 points. If a higher-level event is held by a superior, it will be scored according to the ranking of the subject.

3. The scores of each class are divided into average scores of teachers' teaching achievements, and the main tasks and other work tasks are scored at 8:2.

4, non-teaching staff such as book administrators, laboratory staff, etc., school teachers and student representatives according to service work, scoring, 80 points or more for first class, 70-79 for second class, 70 for third class, respectively, 45 43, 43 points. If the vice-president in charge of safety work does not attend class, it shall be scored according to the grade of the school's safety work assessment by the Education Bureau, and scores of 45, 43, and 41 respectively according to the first, second and third prizes. If a class is taken, its teaching score is calculated as the average score of the safety score and the coaching score.

5. Instructors add points: music, sports, art, science and technology production, subject competitions, etc. The competitions require students to participate in various competitions. Students receive collective or individual level awards at or above the county level, and the first prize of collective projects. 5 points, 2nd prize plus 3 points, third prize plus 2 points, and 5 points for city level and above. The first prize of the individual project plus 3 points, the second prize plus 2 points, the third prize plus 1 point, the city level and above grades are all recorded 3 points. . No teacher or two of them will score.

Teacher's teaching score = 45 + extra points - deduct points.

The class teacher works.

The class teacher participates in the assessment as a teacher of the department, and at the same time separately assesses the performance of the class teacher. The main assessment class teacher personally describes the situation of students' education guidance, class management, training of students' organizational ability, safety education, and home-school contact. The principal writes a report on the debrief and reports on his annual work at the faculty and staff meeting.

Democracy evaluation. The performance appraisal working group of the County Education Bureau conducted a democratic evaluation of the principal at the faculty and staff meeting of the whole school.

Overview. On the basis of democratic evaluation, the County Education Bureau Performance Appraisal Working Group comprehensively assesses the work of the principal by listening, seeing, inspecting, and interviewing in accordance with the implementation rules of the appraisal, in conjunction with the usual work, and writing an appraisal report, including the performance of the principal, and the school. The main achievements and major problems that have been achieved this year, and the assessment scores.

Determine the time. The County Education Bureau Performance Appraisal Leading Group will review the performance appraisal scores of the principals and determine their assessments.

2. Performance appraisal program for vice principals and middle-level cadres

Personal debriefing. The vice-principal and the middle-level cadres submit a report on the debriefing to the school performance appraisal working group. After the school performance appraisal working group has reviewed it, it will be publicized on campus.

Democracy assessment. The school performance appraisal working group conducts democratic evaluation of the vice principal and middle-level cadres at the faculty and staff meeting of the whole school, and listens to the opinions of the teacher representatives.

Comprehensive assessment. On the basis of the democratic evaluation, the school performance appraisal working group will comprehensively assess the appraisal score and other times according to the appraisal implementation rules.

Publicity on campus. The assessment scores and equals of the comprehensive assessment of the school performance appraisal working group shall be publicized on the school for 5 working days.

Determine the score and time. If there is no objection to the publicity, it shall be confirmed and announced by the school performance appraisal working group, and reported to the county education bureau for the record.

3. Performance appraisal program for teachers and class teachers

Personal self-assessment. The teacher conducts personal summarization and self-assessment, and fills in the relevant list of assessments.

Democracy assessment. The School Performance Appraisal Working Group conducts democratic assessments among faculty members and their students.

Comprehensive assessment. On the basis of democratic evaluation, the school performance appraisal working group, in accordance with the implementation rules of the appraisal, combined with the usual work, and solicited the opinions of the subject group or the grade group, put forward the comprehensive assessment score.

Publicity on campus. The assessment scores of the comprehensive assessment of the school performance appraisal working group shall be publicized for 5 working days among the faculty and staff.

Determine the score. If there is no objection to the publicity, it shall be confirmed and announced by the school performance appraisal working group and reported to the Education Bureau for the record.

4. The assessment program for non-teacher serial professional technicians and work crews is carried out with reference to the teacher assessment program, and the assessment results are reported to the County Education Bureau for filing.

Fourth, the handling of related issues

In the performance appraisal period, one of the following circumstances does not enjoy the reward performance salary:

1. A safety liability accident caused by a work error, a mass incident caused by improper disposal, or participation in a mass incident;

2. Those who are severely warned by the party or who have exceeded the above disciplinary actions and are subject to criminal punishment;

3. Serious violation of the professional ethics of teachers, causing serious adverse effects;

4. Completion of 5 working days in the assessment period;

5. The leave is more than 10 days in a row or more than 20 days in the assessment period, and the sick leave is more than 60 days in a row or more than 90 days in the assessment period;

6, in the editor is not on the job.

During the pregnancy and maternity leave of female faculty and staff, in accordance with the provisions of the population and family planning policy, the reward performance payroll is issued according to the average value of the teachers.

The transfer and borrowing situation is handled according to the relevant files.

Old teachers are 59 years old and women are 54 years old. If you apply for leave, you will receive a reward performance award in addition to the class teacher allowance and class allowance, calculated according to the average bonus of the whole school teachers.

V. Distribution of reward performance pay

Incentive performance salary payment method

In July, the assessment in July will be issued by the financial punch in September from January to June, and the performance will be paid in January of the following year. In March, the fiscal performance will be issued in July-December.

Incentive performance salary distribution method

1. The head teacher allowance: 15% of the school's reward salary according to the policy, and is issued on the basis of the school's “class teacher assessment method”.

2, super workload allowance = super class hours × 3 yuan.

3, morning and evening self-study student management allowance: according to 3 yuan / festival.

4, value weekly work allowance: According to the school "value week work assessment rules", the full completion of the value week task, according to the actual value of the number of days, 8 yuan / day calculation. Announcement at the end of the period.

5, physical education teachers morning exercises and inter-class organization, calculated at 1.00 yuan / day.

6, winter vacation, legal holidays duty allowance: according to half a day 10 yuan, 20 yuan a day. Announcement at the end of the period.

7. Temporary Substitute Allowances arranged by the school: Calculated at 10 yuan per session, and announced at the end of the period.

8. Extracurricular training subsidies for sound, body, beauty, and experiment arranged by the school: 3 yuan per section, calculated according to the actual training time, and announced at the end of the period.

9, assault work overtime allowance: according to the workload, half a day by 10 yuan, all day by 20 yuan, the end of the semester public.

10. Special Prize for Graduation Class: Set up key high school awards and large-area ranking awards above the provincial level. The total amount of each session is no more than 20,000 yuan. The rewards and punishments are calculated according to the special assessment method. If there is any remaining, enter the school's teacher Deenergy performance assessment.

11. Principal performance appraisal part.

12. The part of the teacher who is leaving the post to be retired.

13. Incentive performance wages After deducting the above 11 items, according to the evaluation of morality, ability, diligence and performance, the scores are scored and the bonuses are set by the scores.

Sixth, the outstanding issues, the school performance salary assessment leading group research decision.

7. This plan will be implemented after the approval of the Education Bureau.

Tantong Town Junior High School, Linshui County