National Primary School Teachers' Incentive Performance Salary Distribution Plan

According to the archives spirit of the Xiamen Municipal Education Bureau's "Implementation Opinions on the Performance Assessment of Chinese Primary Schools and Teachers", the reward performance payrolls account for 30% of the total performance pay. In line with the principle of fully demonstrating more work and more rewards, better rewards, fully mobilizing the enthusiasm of the faculty and staff, facilitating school management, facilitating the growth of teachers, and improving the quality of education and teaching, combined with the actual situation of the school, The second experimental national small teacher reward performance pay distribution plan, as follows:

I. Guiding ideology and basic principles

Guided by the scientific concept of development, with the goal of serving and promoting the scientific development of education, and focusing on improving the quality of the teaching staff, the aim is to promote the wisdom and strength of teachers to fully implement quality education and manage the education that the people are satisfied with. Adhere to the principle of people-oriented, morality first, performance-oriented, inspiring advanced, objective and fair, democratic and open, publicly recognized, standardized, simple and easy to operate, based on responsibility and performance, fully embodying more work and more rewards, excellent performance, Appropriately widen the distribution gap, and lean towards the teachers of the first-line teachers, key teachers, and teachers with outstanding achievements, and strive to build a performance appraisal and evaluation system for schools and faculty that meets the rules of education, teaching, and teacher growth, with clear guidance, scientific standards, and perfect systems. Comprehensive, coordinated, stable and sustainable development.

Second, the basic situation

The post setting of our school has been approved by the higher authorities: 83 in-service teachers, including 2 management personnel and 83 professional and technical personnel.

The current personnel situation: there are 83 people, 1 manager; 82 professional and technical personnel; 1 deputy senior; 38 intermediate; 37 junior; 2 at the level; 3 at the professional level.

The school's reward performance pay is 121,773 yuan per month, with an average of 1467.15 yuan.

Third, incentive performance salary distribution

From the reward performance payroll, 740 yuan × n is drawn every month. As the school's overall planning, the rest is completed in education and teaching, and passed the school's assessment. As a basic workload reward, it is distributed monthly according to the proportion of individual post allowance.

The basic workload is as follows:

Language, mathematics, English teachers and class teacher, 10-12 sessions per week;

Language, mathematics, and English teachers do not serve as class teachers, 12-14 weeks per week;

Full-time teachers in other disciplines, 14-16 sessions per week.

Principal 0 - 2; Vice-President 2 - 4; Middle-level leaders are 1/3 - 1/4 of the full-time teachers. Special circumstances are handled as required.

The above teachers, when completing the above basic courses, and (1) participate in the guidance of 2-3 weeks per week; (2) one day a week of guidance work; (3) take turns on duty. If the basic workload is insufficient, the basic workload award will be deducted at 30 yuan per section.

Coordination part of the distribution method

Post allowance

1. Class teacher, senior section allowance

The class teacher subsidizes 500 yuan per month.

The annual length of 8 classes is 350 yuan per month; the length of 6 classes is 300 yuan per month; the length of 4 classes is 250 yuan per month.

2. Other post allowances

a, account, charge 500 yuan / month;

b, personnel 400 yuan / month;

c, less than 350 yuan / month;

d, defending 250 yuan / month;

e, teaching and research team leader 10 or more 300 yuan / month; 10 people below 250 yuan / month;

f, with a class of 200 yuan / month;

g, preparation team leader, custody, network management, group support, work committee 150 yuan / month.

In part-time positions in the class teacher, the senior section chief and other allowances, 100% of the first position; 60% of the second position; 40% of the third position, but the cumulative amount does not exceed 900 yuan. The above post allowances are paid monthly, and are issued for six months each semester.

h, administrative post allowance

Principal: 150% of the average number of rewards for full-time teachers' performance pay;

Vice-president: 135% of the average number of award-paid performance wages for full-time teachers;

The head of the middle office of the teaching office, the general affairs office, the office, and the moral education department: 125% of the average number of award-paid performance wages of full-time teachers;

The above personnel do not work part-time, do not participate in the distribution of other incentive performance pay; the administrative and middle-level leaders are selected in proportion to the amount of reward performance, and are released after the final assessment.

3. Super class allowance

Under the premise of completing the basic workload specified in the course of the course, each class will be subsidized by 30 yuan per class.

Substitute: Classes that need to prepare lessons, teach, and correct homework, 30 yuan per section; general class, 15 yuan per section.

In special circumstances, if you need to work at rest or on holidays, you will be entitled to a daily allowance of 150 yuan. .

Teaching achievement award

1. The article is published in the cn publication or compiled at the district level or above. Each article is 50 yuan, and the upper limit is 200 yuan per semester.

2. Instruct students to win prizes. Each individual award is 80 yuan, and the upper limit is 200 yuan per semester.

3. Open classes at the district level and above, each section is 80 yuan, and the upper limit is 200 yuan per semester.

4. Quality monitoring, three assessment points in the whole district, each point rewards 300 yuan per person in the subject of the subject, 150 yuan in the district, and the high-level in the cross-age.

5. Participate in the research of the subject and obtain the staged results. Each person will receive a subsidy of 100 yuan per semester. After the expert review, each member will send another 200 yuan at a time.

6, the school's excellent three good lessons, each section of the bonus to be determined.

Famous teacher award

1. The academic leader is 1,000 yuan per semester at the provincial level; 800 yuan at the municipal level; 500 yuan at the district level.

2. The provincial level of the expert review library is 800 yuan per semester; the city level is 600 yuan.

3. Open academic lectures: 300 yuan per city level; 200 yuan at the district level; 100 yuan at the school level.

Quality Service Award

1. Each semester selects several excellent preparation groups, several excellent tutors, and a number of individual awards such as ten grades. The prizes are to be determined.

2. Since there is only one non-teacher professional series in our school, the reward performance pay is separately specified by the medical staff or the superior file.

Withhold or stop

1, deduction:

a, late, early leave 1% deduction;

b, sick leave deducted 3% daily;

c. The holiday is deducted 5% daily;

d, deduction of 10% per section;

e, 30% of the work is deducted every day.

2, stop sending:

a, subject to criminal punishment, administrative, serious warnings within the party, remembered, and stopped during the disciplinary period;

b. If the sick leave for the month exceeds 15 days, 100% of the month will be suspended;

c. If the performance is poor and the opinions of the public are large, 100% of the month will be suspended;

d. If the teaching task is not completed intentionally, 100% of the month will be suspended;

e. If you violate the teacher's morality and cause adverse effects, 100% of the month will be suspended.

The reward performance payrolls that are co-ordinated during the semester are issued after the above-mentioned allowances are awarded. If there are surpluses, the balances will be issued on average at the end of the period.

The right to interpret this program is in the school school council, and the unfinished matters are discussed and supplemented by the school council.