How to build an accurate, stable, and long-lasting incentive mechanism in the team

1. Proposal of the topic

(1) Requirements for curriculum reform

In 2005, Jiangsu began to carry out new curriculum reform, and the new curriculum brought new aspects to education. concept. One of the core concepts is to pay attention to the development of students as "whole people" and guide students to establish learning methods of "independent learning, cooperative learning, and inquiry learning". Changes in the way students learn will inevitably require changes in the way teachers teach. However, judging from the actual practice of traditional middle school education and teaching, many teachers have inaccurate, insufficient, and in-depth understanding of the new curriculum concept, and are obviously inert and unadaptable to the curriculum reform. All of this seriously restricts the implementation of the new curriculum concept. and in-depth implementation. Therefore, under the background of the new curriculum reform, how to create a team of teachers who are adaptable to the new curriculum system, have professional skills and excellent work style, and establish a corresponding teacher training, evaluation and incentive mechanism, which is of great significance for strengthening the construction of the teacher team and further developing the teachers. The leading role in teaching work has become the common sense of our school leadership at that time in promoting the new curriculum reform, comprehensively improving student literacy and education and teaching quality, actively promoting the continuous deepening of quality education and the conscientious implementation of new curriculum standards.

(2) At that time, the teaching staff of our school could not fully adapt to the needs of society

The status of the teaching staff of our school at that time was: "The school has 5 9 classes and 32 1 students. 9 people, including 246 faculty members, including 5 special-grade teachers, 1 person who enjoys special allowance from the State Council, 1 person who has won the Su Buqing Mathematics Education Award, and 2 people who have made outstanding contributions to Jiangsu Province as national outstanding educators and national education system labor models. There are 2 young and middle-aged experts, 2 famous teachers in Jiangsu Province, 5 famous teachers in Taizhou City, 5 subject leaders in Taizhou City, 96 senior middle school teachers, 9 teachers with postgraduate degrees, 1 doctoral candidate, and 4 foreign teachers hired all year round. "It should be said that although our school continued to strengthen the construction of the teaching staff through various methods such as introduction, recruitment, and training, there were still some problems: First, the basic teaching skills of a small number of young teachers needed to be improved; second, there were too few famous teachers and key teachers. Most of the special-grade teachers are not on the front line of teaching; third, the quality of the class teacher team needs to be further improved. Moreover, with the continuous expansion of school scale, the original excellent teacher resources have been "diluted". The problem of teachers has become a bottleneck restricting the sustainable development of schools.

Based on the above two points, the project leader, Principal Jiang Jianhua, in line with the purpose of developing the school through scientific research, applied for the "Eleventh Five-Year Plan" provincial key project "Research on Teacher Team Construction and Incentive Mechanism under the Background of New Curriculum".

2. Objectives of the research

1. According to the requirements of the new curriculum reform, explore how to improve the overall quality and level of the teaching staff and find a set of teacher training and development mechanisms that are compatible with the new curriculum.

2. Through the research on this topic, an effective incentive mechanism will be created to better promote the growth of teachers, improve the overall quality of the teaching team, maximize the enthusiasm of teachers in work, and form a new situation in which teachers can enter and leave, and can move up and down. , reward the superior and punish the inferior, and a more flexible operating mechanism for the construction of the teaching team.

3． Research, discuss, and summarize strategies, incentives, and assessment plans for teacher team building, and accumulate experience for the sustainable development of teacher team building.

4. Through efforts, we have created a team of high-quality teachers that can adapt to the requirements of the new curriculum reform.

3. Overview of the overall implementation of the project research

The project was officially launched in May 2006. All members of the research team participated in formulating the project research implementation plan, which was divided into 21 sub-topics. For research, each sub-topic group has a clear division of labor and has formulated special sub-topic research plans. Each sub-topic group has a designated person in charge who is responsible for daily communication and discussion activities. The research team holds regular meetings to discuss various problems encountered during the research process and the research progress. All members discuss together and work together to ensure that the research work is carried out normally and orderly.

Since the general research team always grasped the direction and goals of the research and adopted a comprehensive control and focused research approach, each special sub-project team completed the expected research tasks and achieved phased research results. The general research team then integrated ,Summarize.

1． Topic selection and project establishment stage: September 2005 to September 2006, select the topic, hire experts to guide the overall planning, collect, organize and analyze data, and form a written report on the overall project research plan. The topic will be opened in May 2006, and the topic proposal report will be participated in the demonstration The members of the expert group include: Yang Jiujun, director of the Provincial Teaching and Research Office, Hong Zongli, a famous Chinese special-grade teacher, Ren Fanhong, a special-grade Chinese teacher, Ma Lin, deputy director of the Taizhou Education Bureau, Sun Ping, deputy secretary of the Taizhou Education Bureau, and Ge Zhizhong, director of the Taizhou Teaching and Research Office. , Sun Xiaolong, director of the Basic Education Department of Taizhou Municipal Education Bureau, and Zhu Sanfeng, director of the Teachers Department of Taizhou Municipal Education Bureau. The experts fully affirmed the significance of this research and provided good guiding opinions on the research process and methods.

2. Investigation and research stage: From October 2006 to December 2008, molecular topics were studied. Data were collected through questionnaires, discussions, and visits to understand the development status of the teaching team in all aspects, and proposed the construction and development of the teaching team to adapt to the new curriculum background during the transition period. Research measures for the incentive mechanism and practice them. After a period of time, we will solicit everyone's opinions through questionnaires or interviews, summarize and form a teacher development status survey report, analyze and organize the data, refine experience, and formulate new measures. A mid-term summary meeting of the project research was held on January 21, 2008. The host, Principal Jiang Jianhua, summarized the previous project research work, explaining that the policies introduced by the school in recent years are closely related to the project, and encouraged teachers to put pressure on themselves to achieve higher goals through the project carrier. Level up. Hopes raised: ① Cherish the current good opportunity of our school, clarify the goals of struggle, and realize its own development plan while achieving a great leap forward in the development of the school; ② I hope that teachers can continue to conduct research on new curriculum reforms, strengthen the cultivation of new curriculum implementation capabilities, and create their own The teaching style strives to be distinctive and bright. ③We ask everyone to pay more attention, reflect and summarize, and hope that the research efforts on each sub-topic will yield more results.

3． Results summary stage: From January 2009 to December 2009, each sub-topic and the main research group held multiple seminars to summarize various research results, summarize and reflect on them, conduct theoretical sorting and promotion at the practical level, and write a conclusion Report and conclude.

IV. Project Research Methods

Based on the overall research objectives and sub-project implementation plans, the research team formulated corresponding technical routes and flexibly selected specific research methods.

1． Literature research method. Through extensive collection and study of important literature on new curriculum concepts and teacher team construction and motivation, it serves as a reference for studying this topic. This can not only save human and financial resources for subject research, but also avoid unnecessary duplication of research.

2. Questionnaire method. Feedback information and suggestions on teacher team building and incentive mechanisms under the background of the new curriculum are collected using questionnaire surveys to timely grasp the practical effects of teacher team building and incentive mechanisms under the new curriculum background.

3． action research method. In the education and teaching practice of the new curriculum reform, we guide teachers to conduct action research, conduct reflective diagnosis of teaching behaviors, study ways, methods, and measures to build a new teacher team, and explore, practice, and revise according to the specific problems encountered in the research. Perfect edges.

4． Case study method. Carry out case analysis on the growth experiences of typical and representative backbone teachers, establish case materials, and conduct follow-up research.

5. Interview research method. Members of the research team conducted interviews and surveys with relevant leaders and departments of some brother schools at home and abroad to expand their ideas and learn from the advanced practices of others.

6. Experience summarizing method. The successful experiences, lessons learned and existing problems discovered in the research should be refined and summarized in a timely manner.

V. Research results of the project

Through the research on this project, our school has established a relatively complete teacher team construction and incentive mechanism that adapts to the requirements of the new curriculum, and has improved the teaching staff. The overall quality has basically met the basic requirements for the quality of teachers in provincial five-star key high schools; he has written more than 100 relevant papers, including more than 20 award-winning papers, and also formulated a series of incentive evaluation plans and compiled them into a book; he has submitted reports to the government and education supervisors Reasonable suggestions put forward by the department such as "teachers' university hall", "setting up famous teacher studios", and "regularly conducting three-level backbone selections at the city, district and school levels" have been adopted.

The specific main results (some of which have been promoted as a special topic by "Modern Education News" on October 23, 2009) are summarized and reported as follows:

(1) In the context of the new curriculum Changed the teaching team management model

1. Transform from controlling management to educational management

Traditional school management is mostly characterized by controlling management, which is mainly reflected in the use of control, monitoring, instructions, orders, etc. on teachers' behavior with mandatory Measures of behavioral tendencies constrain teachers' personality and creative talents to a certain extent.

Educational management refers to management that is conducive to the healthy and effective development of teachers and school managers, and is people-oriented management.

① Make every effort to build a learning team that is “good at learning, good at thinking, good at understanding, and good at utilizing”, so that teachers can grow up in the new curriculum reform and continuously improve in self-education.

② Establish a benchmarking mechanism to give full play to the role models and demonstrations of all types of educational celebrities and outstanding teachers at all levels and inside and outside the school. We have also launched the "school-level famous teachers" project, through the selection of school-level subject leaders, teaching experts and teaching rookies, so that the backbone teachers around us can become benchmarks for ordinary teachers.

③ Use goal motivation methods to stimulate teachers’ potential. The school requires every teacher to fill in the "Teacher Professional Development and Growth Personal Plan" to allow teachers to self-motivate and grow.

④ Establish a comprehensive and multi-channel guarantee mechanism for teacher learning, training, and rewards. Give teachers a "green light" to participate in provincial, domestic and overseas inspection and training, academic exchanges, and on-the-job master's and doctoral studies, etc., and provide opportunities, financial subsidies or academic subsidies to the greatest extent possible; encourage teachers to actively apply for national, provincial and municipal education Plan scientific research topics or sub-topics; focus on building a "learning school" platform, and cooperate with the Chinese Education Society to establish a "teacher development school".

2. Transform from the formalization of teacher training to the process management of teacher training

① Establish teachers’ professional growth files and conduct follow-up research on teachers’ professional development.

② Establish a learning organization - the "Four Every" study group and set up a teacher forum to allow teachers to learn through reading, reflect through practice, and grow through thinking.

③Carry out school-based training at different levels. For new teachers who have just joined the work, we mainly conduct training on regular teaching work and class teacher work. Relying on the "Green and Blue Project", new and old teachers are paired up, with the old leading the new, using the form of listening to advanced lessons, teaching in different classes, etc., so that The young man was soon on his way. For teachers in the development stage, guide them to strengthen theoretical study, study teaching issues, and promote the formation of certain teaching characteristics. For the teaching backbones who are in the mature stage, a platform will be built to promote the comprehensive improvement of their teaching and scientific research level and lead them to gradually grow into scholar-based teachers.

The process management of teacher training is a direct reflection of our school’s management philosophy of “meticulousness, precision, and refinement”.

3． Transform from a single evaluation of teachers to a developmental and coordinated evaluation

Teacher evaluation should help better promote teachers’ professional development, stimulate their sense of innovation, and fully reflect teachers’ ownership in school work. status.

① In terms of the purpose of evaluation, it has gradually shifted from static evaluation, management evaluation, and reward and punishment evaluation that are mainly oriented to the past, to developmental evaluation that is mainly oriented to the future and promotes the improvement of teachers’ professional quality. .

② In terms of assessment content and standards, teachers’ teaching research, teaching reform experiments, creative teaching and school-based curriculum development, as well as teacher-student relationships, are included in the assessment scope.

③In terms of the organization and implementation of evaluation, the school has changed from a single evaluation of teachers in the past to a three-dimensional evaluation that combines student evaluation, colleague evaluation, parent evaluation, and leadership evaluation.

The research team has successively studied and issued the "Implementation Plan for Job Subsidy for Teachers and Staff of Taizhou Middle School in Jiangsu Province", "Annual Assessment Plan for Teachers and Staff of Taizhou Middle School in Jiangsu Province", and "Evaluation Regulations and Awards for Teacher Training Projects of Taizhou Middle School in Jiangsu Province" way".

4． From emphasizing division of labor to unity and collaboration among teachers

The school focuses on strengthening the construction and management of grade groups and lesson preparation groups. In accordance with the requirements of quality education, grade groups encourage various disciplines to work together and form complementarities. The lesson preparation groups of each subject carry out activities under the coordination of grade groups to achieve institutionalization and standardization, and make progress through cooperation.

5. From institutional constraints and clear rewards and punishments to humanistic care

With the implementation of the new curriculum today, schools should pay attention to the survival, development and physical and mental health of teachers, pay attention to the "teacher happiness index", and truly form a system that allows people's teachers to feel at ease and happy to teach. good fashion.

Our school attaches great importance to humanistic care in teacher management and advocates "three needs and three needs", that is, "work and family, students and children, quality and health". The school plans to conduct free physical examinations for all teachers every year; invites occupational disease prevention and treatment experts and psychological counseling experts to give lectures to teachers on "How to prevent and reduce teachers' occupational diseases" and "How to regulate teachers' psychological pressure"; the school sports venue conducts lectures for teachers and staff every evening It is open for two hours and has dedicated personnel to manage it; every major festival, teacher’s birthday and unexpected situations, condolences are provided, and we strive to do more practical things for faculty and staff; we also distribute study books to teachers and organize large-scale theatrical performances to create a comfortable, elegant and Humanized management measures such as a positive working environment play a very good role in motivating teachers.

The development of our school in recent years has proved that under the guidance of the "people-oriented" teacher team management philosophy and through the guidance of the above management strategies, teachers have truly developed, and school management is moving towards a more scientific, democratic and more develop in a harmonious direction.

(2) Create a team of head teachers that adapt to the requirements of the new curriculum

In order to more effectively encourage and ensure the enthusiasm and effectiveness of the work of school head teachers, we have adopted the following series Measures:

1. Clarify the work positioning of class teachers in the new era

① Implement democratization of class management. The class teacher adopts democratic management methods to give full play to the main role of students and cultivate students' self-management awareness.

② Class activities emphasize creativity. During the implementation of the new curriculum, class teaching pays more attention to group cooperative learning, exploratory learning, and social experiential learning. Class teachers creatively carry out class activities based on their own strengths and student characteristics to build a unique class collective.

2． Establish a training and incentive mechanism for class teachers in the new era

① Use the old to lead the new, and the new and old to advance. The school carries out "teacher-apprentice pairing" activities and implements a qualification-based appointment system for class teachers. At the same time, young teachers who have just started working are required to serve as deputy class teachers for one year or more. Give full play to the role of the old class teachers in "teaching and guiding", give full play to the pioneering and enterprising spirit of the young class teachers, and create a good atmosphere for advancement of both young and old. After a period of training, outstanding deputy head teachers were selected as head teachers to guide them and shoulder their burdens. The position of head teacher is subject to an appointment system, and those who fail the assessment will be dismissed.

②Exchange of experiences and role models. The school holds a class teacher work experience exchange meeting every year, and invites class teachers with achievements and characteristics to introduce their experience. At the same time, class teachers are regularly and irregularly organized to learn advanced educational theories, carry out class management salons, and carry out competitions of "teaching ethics, talking about dedication, comparing work, and comparing results".

③Establish a quantitative assessment system for work. The school evaluates class teachers based on "morality, ability, diligence, and performance" and improves the annual selection system. In accordance with the "Implementation Rules for Primary and Secondary School Teacher Assessment" and "Implementation Rules for Class Teacher Work Assessment", the school adopts various methods such as surveys, questionnaires, reports, etc. to extensively listen to the opinions of teachers, students and parents, conduct multi-faceted assessments, and quantify points.

The assessment results are linked to the annual selection of outstanding candidates, as well as to commendations, rewards, and promotions.

3. Build a training platform to highlight the school-based characteristics of the class teacher team

① Set up special classes to reflect the concept of teaching students in accordance with their aptitude. In recent years, our school has opened classes such as "Hongzhi Class", IELTS Specialty Class, Korean International Student Class, Jiangsu Education International Class, etc., which has broadened the international vision of the class teacher and trained and cultivated a team of teachers with modern educational concepts and educating skills. Faculty. In order to adapt to the trend of internationalization of education and expand diversified school-running channels, our school has established friendly relations with Traleghan Middle School in Australia and Essex Middle School in the United Kingdom.

②Building a cultural brand and improving the soft power of educating people. Our school adapts to the requirements of the development of the times, makes full use of the school's rich historical and cultural resources, and continuously strengthens the construction of campus culture. Focus on running the annual Science and Technology Festival, Culture and Arts Festival, Colorful Summer and other high-quality projects. The school formulates a moral education work plan every semester, with patriotism and civilized etiquette education as the main line, and the "Eight Honors and Eight Disgraces" and basic citizen moral norms as the core, to help them establish a correct outlook on life and values, and further enhance their ability to distinguish right from wrong. . Persist in using traditional virtues, humanistic feelings, and scientific spirit to educate and influence students.

③ Carry out a variety of extracurricular activities to educate and entertain. The school pays attention to starting from reality and targeting the characteristics of students in the new historical period. It continuously expands educational channels and enriches educational content by carrying out a variety of educational activities. In order to strengthen the education of revolutionary traditions, ideals and beliefs, and patriotism education, the school uses the Naval Birthplace Memorial Hall, Huangqiao Battle Memorial Hall, Taizhou Martyrs Cemetery, etc. as off-campus moral education bases to carry out a series of activities.

(3) Carrying out school-based teaching research has promoted teachers’ professional growth

1. Build a learning platform to promote teachers’ further education

① Increase the library’s collection of educational books.

② Subscribe to a large number of professional academic journals and magazines for the faculty reading room.

③ Regularly and irregularly select targeted and practical books and articles for subscription or print and distribute them to all teachers in the school.

④Establish an electronic reading room.

⑤ Conduct various modern educational technology trainings for all teachers in phases and batches.

⑥ Actively carry out continuing education and training. We strongly support teachers to study for master's and doctoral degrees on the job, participate in domestic and foreign inspection and training, and academic exchanges, etc.

2． Take various forms to improve the overall quality of teachers

① Strengthen theoretical training and promote conceptual changes. Pay attention to the transmission of new knowledge, new concepts, new results, and new information to teachers, and promote the change of teachers’ education and teaching concepts. Every summer, all teachers in the school receive professional development training.

②Carry out teaching and research activities to achieve maximum sharing of resources. The school regards carrying out collective teaching and research activities as a key task to strengthen school-based teaching and research. Regularly conduct exchanges, summaries, and reflections in the teaching and research group, conduct lesson analysis, and conduct teaching discussions focusing on thinking and discussion.

③ Do a good job in summarizing and improving teaching and scientific research results. In order to implement the classroom teaching concept of "respecting wisdom and being effective", summarizing the educational and teaching reform experience of teachers in our school, improving teaching art, and promoting the professional development of teachers, all teachers are required to participate in educational scientific research, and promote quality education and new courses through teaching and scientific research. Reform, and actively encourage teachers to write papers through measures such as the "dual remuneration system". In recent years, the school has won more than 250 papers awarded or published every year.

④ Strengthen subject research and promote the professional development of teachers. The school adheres to the concept of scientific research to promote education, puts scientific research work at the forefront of school work, promotes the transformation of teachers' teaching ideas and methods, and further promotes the new curriculum reform. In the past three years, the school has completed 6 national-level projects (sub-topics) and newly established projects (sub-topics) and 8 provincial-level projects. Among them, the project was approved by the Ministry of Education and chaired by Mr. Hong Zongli, a famous Chinese language teacher and expert who enjoys special allowances from the State Council. The national "Ninth Five-Year Plan" and "Tenth Five-Year Plan" key topics "Comparative Research on Chinese and Foreign Mother Tongue Textbooks" have attracted more than 130 well-known experts at home and abroad to participate in the research, have achieved important results, and published the key issues of the national "Eleventh Five-Year Plan" publication The 10-volume book "Research on Mother Tongue Textbooks" has had a great impact at home and abroad.

At the beginning of 2008, a press conference was held in the Great Hall of the People. Vice Chairman Xu Jialu came to congratulate and spoke highly of it. The Jiangsu Education Edition of junior middle school Chinese experimental textbooks edited by Mr. Hong has sold more than 130 million copies in 26 provinces and cities across the country. In October 2008, Hong Zongli’s Chinese Education Thought Seminar was grandly held in Taizhong, the province.

⑤ Strengthen teaching exchanges and keep abreast of the latest developments. Every year, the school sends teachers to participate in various learning exchange activities organized by provinces, cities, districts and sister schools, and recommends outstanding teachers to participate in provincial, city, and district backbone teacher training courses, so that they can combine their best education and teaching experience with the most valuable Bring educational and teaching information back to school and into the classroom. In recent years, our school has successfully held the first Jiangsu Provincial Mathematics Special Teachers Seminar, Jiangsu High School Mathematics Winter Camp, Jiangsu High School Physics and High School Chemistry Curriculum Reform Seminar, Taizhou City New Curriculum Reform Seminar, and open teaching for the whole province. activities and other large-scale teaching and research activities at the national, provincial and municipal levels.

⑤ Give full play to the role of evaluation and promote teacher growth. Teachers’ classroom teaching demonstration activities are carried out every semester, teachers are organized to conduct pre-class preparations and after-class discussion activities, and attention is paid to the self-evaluation of teachers to promote teachers’ growth in reflection and practice.

(4) Constructing a key high school teacher education and training model with school-based characteristics

1. I think, therefore I am new - Self-practice reflection model for teachers’ professional development

Each teacher, whether he is starting a class within a group or being recommended to start a class within the school, must submit his teaching reflections to the Academic Affairs Office within the next week after the class starts. , the school organizes evaluations of teaching reflections written by teachers once every semester. In this way, every teacher can reflect in practice, practice in reflection, spiral upward, and grow together with the new curriculum and students.

2. Qinglan Project - Peer-to-peer mutual assistance model for teacher professional development

The school has formulated a detailed training plan for young teachers. In addition to regular pre-job training for new teachers and professional assessment of young teachers, it also conscientiously implements the "Qinglan Project" , allowing young teachers to grow up as quickly as possible under the guidance and guidance of key teachers. Every school year, the "best 'mentor'" will be selected based on the growth of young teachers.

3． Teacher Development School—Teacher Professional Development Expert-led Model

In May 2007, guided by the strategic thinking of “seizing the commanding heights and building a new Taizhou Middle School”, the school cooperated with the Chinese Education Society to establish the “China Education Society Taizhou Experiment” School” and “China Education Association Teacher Development School”. Fully relying on the resource advantages of the Chinese Education Society in terms of talent, management, brand, and scientific research, the society provides comprehensive, multi-level, and high-quality educational services to the school. For more than two years, the cooperation project has been operating well and has become a driving force for the school. An important growth point for connotation development and sustainable development. Teacher development and school construction activities take various forms. Every month there are lecture reports by high-level experts, guidance on teaching and scientific research, or teaching in different subjects with experts, visits and inspections, etc. During the activities, schools, teachers and the China Education Society played different roles respectively. Teachers were undoubtedly the main body of “development”, while the school was the carrier and “platform”, and the role played by the Society was mainly that of a leader. Over the past two years, the activities that have been particularly popular with teachers are the "research course" teaching guidance and "teaching in the same class in different classes" activities for nine subjects. Effectively promote teachers' ability to implement new curriculum.

4. "Four Every" Study Group - a sustainable motivation model for teachers' professional development

In October 2007, the school established a learning organization - the "Four Every" Study Group. The so-called "four every" means reading some "leisure" books every day (books that broaden knowledge and improve theoretical levels), write some reading notes every week, write an article every month, and publish 1-2 quality articles every year thesis. All teachers are required to work together to create a scholarly campus, absorb fresh theories and information, and use concepts to guide practice; sit down to compose, write teaching designs, write educational narratives, etc.; take time to think, look for teaching problems around them, and reflect on grow in.

5. Effective Teaching Forum - Teacher Professional Development Exchange and Cooperation Model

The "Effective Teaching Forum" allows teachers to discuss teaching issues of common concern through the forum, with some teachers making the main speeches and raising questions. It is a form for other teachers to discuss their opinions and feelings. The format of each forum is determined based on the forum content, teacher needs, environmental atmosphere, etc., and uses network communication, teaching and research salons, speech contests, experience summary meetings, special seminars, etc. We also regularly open "Young Teacher Salons" and carry out various forms of exchange activities, so that young teachers can spontaneously organize into various forms of "learning teams" to learn from each other and make progress together in the "teams".

6. Develop a personal professional growth and development plan - Teacher Professional Development Goal Incentive Model

The school issues a "Teacher Professional Development and Growth Personal Plan" to each teacher, allowing teachers to plan their own personal short-term (1-2 year), mid-term (3-5 years), and long-term (8-10 years) professional development goals, and a detailed goal table is attached, specifically from the five aspects of education, teaching, scientific research, further training, and overall goals. Each aspect is broken down in detail, and teachers are asked to fill in the "Personal Professional Growth Plan for Teacher Development in Taizhou Middle School, Jiangsu Province" every year, and self-assessment of compliance with standards is conducted at the end of the year. Teachers’ professional growth files have been established to allow teachers to compare with their own past to see how much their professional development has progressed; to compare with benchmark teachers in the same group to see what gaps there are; to compare with peers to see what they still need... "Personal planning" work The start-up touched the long-dormant passion for personal struggle, and the teachers’ passion for work was activated.

7. Establish teachers' professional growth files - an independent growth model for teachers' professional development

The school establishes teachers' professional growth files, archives teachers' professional development materials in the form of special topics, and allows teachers to regularly reflect and summarize: Compare your own past to see how much professional development has occurred; compare with benchmark teachers in the same group to see what gaps there are; compare with peers to see what is still needed... Let teachers watch their own and others' footsteps grow, and promote faster autonomy growing up.

8． Famous Teacher Project - a benchmark navigation model for teachers' professional development

The school vigorously carries out the construction of the "Famous Teacher Project". In the process of cultivating famous teachers, it pays attention to spiritual inspiration, role models and examples to lead the way. In order to further encourage young and middle-aged teachers to stand out, the school has formulated the "Regulations on the Evaluation of Third-Level Backbone Teachers at the Taizhou Middle School in Jiangsu Province", and has also introduced academic subsidy standards for school-level backbones, municipal-level famous teachers, and provincial-level experts. In recent years, our school has added two municipal-level subject bases and a municipal-level famous teacher studio. This semester, there will be 5 school-level famous teacher studios listed.

(5) Construct a school-based subject teaching model to promote teacher development

Advanced teaching concepts are the soul of quality education in schools, and front-line teachers are the main force in vigorously promoting teaching reform and teaching innovation. In the army, classroom teaching is the main position for implementing quality education. The teaching model is a relatively stable teaching process and method adopted by teachers in organizing classroom teaching according to teaching rules under the guidance of specific teaching concepts. It has good teaching effects and has certain promotion value, making it popular among front-line teachers. In the teaching process, we get rid of the teaching situation of relying only on experience and feeling while ignoring the rules of education and teaching, thus achieving half the result with twice the result.

To this end, our school regards "exploration of classroom teaching models under the new situation" as a breakthrough and focus to penetrate new curriculum concepts, further deepen curriculum reform, and promote quality education.