Teacher Management in Sanming No.8 Middle School

Make great efforts to make progress "The hope of rejuvenating the nation lies in education, and the hope of rejuvenating education lies in teachers". The construction and management of teachers is the eternal theme of school management. President Cheng said: "With a group of good teachers, we can form a good teaching style, bring out a good study style, form a good school spirit and create a good school." A few years ago, faced with the problems of poor economic conditions, backward teaching equipment, poor treatment of teaching staff, low work enthusiasm and strong competitors, the school focused on people-oriented management. Only by fully mobilizing the educational enthusiasm of the faculty and staff of the whole school can there be hope for education in our No.8 Middle School. Therefore, the school has established an innovative management system of "people-oriented", "training and educating people", "testing and educating people" and "serving and educating people". Practice has proved that this management idea is correct. One is to cultivate and inspire people. The school is a grass-roots organization composed of highly educated and high-quality groups. Teachers emphasize human values, dignity and rights. Therefore, the school has achieved "three wishes" in cultivating talents, that is, willing to invest emotion, economy and time. Emotionally, the school cares about every faculty member and gives every faculty member equal opportunities. Teachers' morality education, professional training and personality shaping are carried out in a three-pronged manner to create a good atmosphere of respecting and making good use of talents, so that all teachers can experience strictness while feeling respect, gain motivation while feeling pressure, and let them calmly and enthusiastically devote themselves to their jobs, forming an excellent teacher group of excellent teachers. In terms of time and funds, the school encourages teachers to participate in continuing education in the form of correspondence and self-examination, participate in the training of knowledge such as three strokes, Putonghua, English, computer and modern information technology, and participate in the "out-of-town training" for provincial and municipal backbone teachers, which gives strong support and guarantee in time and funds. In management, the school has also changed the distribution mode of "a bowl of water is flat" and adopted the strategy of "leaning towards outstanding performers", encouraging both fame and fortune, and infiltrating the incentive mechanism into every level and link of management work: those who study hard and obtain undergraduate or graduate degrees can be awarded 300 yuan and 1000 yuan respectively; Anyone who wins prizes in all kinds of educational and teaching activities competitions can get a large number of "educational and teaching achievement awards"; Those who have achieved excellent results in the teaching of the graduating class of grade three will have the opportunity to travel and train in other provinces during the summer vacation; 600 yuan prize will be awarded to those who have outstanding performance in one semester and ranked first in the whole school; Those who have made outstanding achievements in education and teaching can be recommended to participate in all kinds of "judging first and striving for Excellence" activities held by provinces, cities and districts ... In the training program for young teachers, the school has formulated a training plan for young teachers and new teachers, which clarifies the training idea of "inspiring them to be advanced in thought, emphasizing their burden in work, strengthening their quality in business and sending them warmth emotionally", and puts forward a relatively popular and easy-to-remember "eight-character" goal for young teachers. Second, grasp theoretical study and consolidate its own foundation; Third, grasp the professional level and provide a display stage; Fourth, pay attention to class management and improve organizational management ability. Make them move towards the higher goal of "being a good modern teacher" and strive to achieve "four haves": having a healthy body and mind and leading students to make continuous progress with enthusiasm and confidence; Rich in the spirit of the times, good at accepting and applying modern educational concepts; Have extensive and solid basic knowledge and professional skills, and be able to skillfully and effectively carry out education and teaching activities; Have innovative consciousness and ability, and make a difference in educational reform and scientific research. At present, young teachers in schools have political pursuits, goals in their work and enterprising spirit in their business. They love their jobs, are diligent in teaching and are rigorous in their studies. A large number of young teachers have grown rapidly and become the backbone of school education, teaching and management. The second is to promote people through assessment. The school used to be poorly managed, short of funds and overstaffed. The negative effect of "doing is the same as not doing, and honor is always given to those few" once dampened the enthusiasm of some faculty members and hindered the development of the school. To change the present situation of the school as soon as possible, we must seek a new competitive management system with self-motivation, self-restraint and vitality. To this end, we set the basic principles of reform as: it is conducive to mobilizing the enthusiasm of teaching staff and implementing the socialist distribution principle of distribution according to work. Based on these two principles, we mainly implement two systems: the first is the post responsibility system. The school implements the principal responsibility system, and the principal is fully responsible internally and represents the whole school externally. According to the needs of the work, reasonably divide the functions and responsibilities of each office, and strive to provide everyone with opportunities and environment to display their talents. The teachers of the whole school also gave four definitions-quota, quota and fixed responsibility. Each post has drawn up detailed and clear job responsibilities, so that all faculty and staff know their work scope, know which ones are within the scope of responsibilities and which ones need coordination, and reduce the phenomenon of wrangling. At the end of each academic year, according to the post responsibilities, the school conducts a comprehensive quantitative assessment by soliciting opinions from the masses, leading assessment and self-assessment, and judges the advantages and disadvantages and rewards the advanced. Followed by the bonus rating system. In order to break the egalitarianism of distribution, the school implements the bonus grading system, and the income of school staff is always two * * *, one is fixed salary, including basic salary, professional and technical post salary, seniority allowance, post allowance and other allowances reserved by policy; One is the school bonus. In 2000, the school has cancelled all kinds of unified welfare bonuses, only two of which are class allowance and incentive salary. The class allowance is paid monthly according to the actual class hours and workload, and the reward salary is divided into four categories: attendance award, overtime award, teaching quality award and safety responsibility award, which are paid once a month or every semester according to the work performance of the faculty. The introduction of these awards has been discussed, improved and passed by the teachers' congress. In order to effectively implement the post responsibility system and bonus grading system, the scientific and normative research of assessment has been strengthened. Assessment is divided into usual assessment and centralized assessment. The usual assessment includes attendance, lesson plan inspection, homework inspection, student feedback, expense investigation, and academic performance analysis. Centralized assessment is conducted at the end of the school year, and the assessment content is divided into political ideology and professional ethics, work attitude, professional level, work performance and so on. Through quantitative analysis and qualitative analysis, we can judge the advantages and disadvantages. The assessment results are the basis of how much the staff get paid, and also the basis of their evaluation, evaluation and promotion of professional titles, thus entering a virtuous circle. After the implementation of the above-mentioned "two systems" in the school, the income of faculty and staff has increased, which truly reflects the different distribution principles of more work and less income. This kind of atmosphere with rules, restrictions on action, room for development and performance stage is well received by teachers, whose personality and value are respected and their potential is developed. Before the reform, many people tried their best to reduce the workload. After the reform, because the allowance is linked to the workload, there are more people asking for substitute classes, class teachers and part-time jobs. Incentive mechanism and competition mechanism have been formed, and the enthusiasm and consciousness of teaching staff have been greatly improved. Now, the competitive atmosphere between schools is becoming common, which has laid a solid foundation for the bumper harvest of education and teaching quality year after year. The third is to educate people with service. Every link of school management and construction is related to the education plan. The school has been carrying out a series of activities with the theme of "teaching and educating people, managing and educating people" for a long time, so that "there are no idle people in the school and everyone educates people". Logistics staff firmly establish the "service" idea of serving teaching, teachers and students wholeheartedly, and strive to be an old ox and a red housekeeper, which provides a strong service guarantee for the development of the school. "Campus is home, teachers are relatives". It has always been the pursuit and goal of No.8 Middle School to build a clean, green and beautified civilized school and a new era campus with a thriving modern education scale. School leaders are fully aware that in order to cultivate high-quality talents, we must constantly improve the conditions for running schools.