Steps in the Teacher Appointment System

The teacher appointment system is divided into two steps: recruitment and appointment.

The employment system is an employment system that determines the basic personnel relationship between a public institution and its employees in the form of a contract. That is, the status and attributes of the staff of a public institution in the unit are determined by signing an employment contract with the unit. The traditional employment system of public institutions is that once an employee is transferred or assigned to his unit, he becomes an employee of that unit for life. The employment system is to reform the traditional employment system into a contractual employment system; simply put, the school uses someone as a teacher.

The appointment system is a management system for specific jobs within a public institution, which is relative to the appointment system. Refers to an appointment method in which the employer determines the relationship with the personnel through a contract. The general approach is for the employer to adopt recruitment or competitive recruitment methods. After qualification review and comprehensive assessment, the employer signs an appointment letter with the confirmed appointment candidate, clarifying the rights and obligations of both parties and the responsibilities, remuneration, employment period, etc. of the employee. The job or position to be filled by the employee is generally obtained through competition. The determined form can be signing an employment contract, signing an employment contract, issuing a letter of appointment, or signing a target responsibility letter. In the reform of the personnel system of public institutions, the basic personnel relationship for a certain employee must be determined through the employment system, and the specific position and position must be clarified through appointment. Simply put, the school determines the positions and job responsibilities of teachers.

The "Outline of China's Education Reform and Development" raises the construction of the teaching team as a special issue, which fully reflects the importance of the construction of the teaching team. The "Outline" clearly states that "the hope of revitalizing the nation lies in education, and the hope of revitalizing education lies in teachers. Building a teaching team with good political and professional qualities, a reasonable structure, and a relatively stable teaching team is the fundamental plan for educational reform and development." This is both It provides a basis for the construction of the teaching team and points out the direction for the construction of the teaching team. Since 1986, in accordance with the provisions of the Party Central Committee and the State Council on reforming professional title evaluation and implementing the appointment system for professional and technical positions, schools of all types and levels in our country have successively implemented teacher appointment systems. The practice of more than ten years shows that the teacher appointment system has achieved initial results. However, because the country's overall personnel system did not carry out supporting reforms in a timely manner, the appointment system was overloaded, and the positive role of the appointment system was far from being fully realized. This article intends to talk about some preliminary thoughts on the role of the appointment system in the construction of the teacher team.

The appointment system is the guarantee for the management of the teaching staff:

To be honest, there are still considerable limitations. A thorough appointment system should start from the development of the school's career, the construction of the teaching team and the construction of disciplines, and take effective measures to implement it in accordance with the requirements of optimizing the educational structure and improving quality, combined with the actual situation of the school. The appointment system is conducive to stimulating the enthusiasm of teachers to teach and educate people, is conducive to strengthening discipline reform and construction, improving the quality of education and teaching, is conducive to improving the political and professional qualities of teachers, and building a well-structured teaching team.

First, the implementation of the appointment system is conducive to improving the political quality and professional level of the teaching team. The state clearly stipulates the political quality and professional level of teachers in the regulations on teachers’ positions. We say that without teachers with high levels of political ideology and professional ability, it is difficult to cultivate high-quality students. Therefore, the appointment of teachers must strictly control the ideological and political conditions. Teachers must establish a firm and correct political direction and have good moral character. Those teachers who have good ideological and political performance, are good at teaching and educating, and are popular and professional are required to be given priority in appointment. Teachers who cannot adhere to the Four Basic Principles, have poor professional ethics, and cannot be role models will not be hired. Those who have been appointed should be provided with assistance and education. For those who still fail to improve and the circumstances are serious, their teaching qualifications may be revoked in accordance with the law and they may be transferred from their teaching positions. Schools in socialist countries must have strict political standards for teachers, and the appointment system must play its role in purifying the teaching staff. The appointment system requires teachers to have good professional qualities. Teachers should have a rigorous academic attitude, carefully organize teaching, study hard in business, constantly improve teaching quality and scientific research level, strive to expand knowledge, optimize knowledge structure, and be knowledgeable and versatile. This is a necessary condition for teachers to be competent in teaching work.

At the same time, through assessment, we encourage the advanced and spur the underachievers, making the assessment a motivation for teachers to work hard, thereby enhancing teachers' professionalism and sense of responsibility, and mobilizing teachers' enthusiasm and creativity. Improving the quality of teachers is the core purpose of teacher assessment.

On the other hand, assessment is an objective need for the construction and management of the teaching team.

First of all, schools must have true and accurate evaluation results of teachers as objective basis for the appointment, training, promotion, rewards and punishment of teachers. If there is a lack of scientific assessment of teachers, teacher management will lose its foundation.

Secondly, assessment work is an important means to improve teacher management efficiency. Through the assessment work, the school can make judgments on whether the level of teachers is suitable for their positions, whether the school's teaching plan is reasonable, whether the teacher training plan and effectiveness are realistic, and whether the management of the teaching team has exerted its due effectiveness, thus continuously Take measures to improve management methods and further deepen education and teaching reforms. At the same time, teacher assessment is an important way to discover and select talents. Through assessment, it is conducive to strengthening the construction of academic echelons and cultivating subject leaders. It needs to be emphasized that teacher assessment must follow the principles of objectivity, fairness, and accuracy. play its due role.

1. Unify thinking and raise awareness. Changes in ideological concepts are the forerunner of all reforms. Establishing ideological concepts that adapt to the new system is a prerequisite for transforming the employment mechanism and implementing the teacher appointment system. The core of implementing the teacher appointment system is to change identity management into position management, which is a reform of the system in form and a change in concept in connotation. At present, the most important thing is to make education management cadres at all levels and teachers fully understand the importance and necessity of implementing the appointment system. Understanding the appointment system is an important step in the legal construction of teacher team management and an answer to the shortcomings of the original teacher appointment system. Reform and understanding that the implementation of the appointment system will be conducive to the survival and development of schools and the full play of teachers' functions, thus creating a good social public opinion environment for the comprehensive implementation of the teacher appointment system. It is necessary to do a good job in ideological and political work so that teachers not only have a sense of urgency and crisis, but also a sense of mission, so that they can truly care about, support and support this reform.

2. Strengthen leadership and improve the organization. The implementation of the teacher appointment system is a brand-new task, involving a wide range of areas and arduous tasks. Educational administrative departments at all levels and schools must attach great importance to it, effectively strengthen the organization and leadership of this reform work, and incorporate the appointment system reform into all levels. The important agenda of the leadership, guidance and coordination of the reform, and ensuring the smooth progress of the appointment system work. Through active and effective administrative actions, we guide and control the limited flow of teachers to ensure the implementation of teacher requirements for quality education. Give full play to the role of party organizations at all levels, trade unions, and teachers' congresses in participating in management and supervision in the teacher appointment process. We should do a good job in regulating and adjudicating personnel disputes, and establish dispute arbitration with the participation of a wide range of representatives to ensure the fairness of arbitration and effectively protect the legitimate rights and interests of both parties to the dispute.

3. Pilot the project first and implement it step by step. Since the economic development level of each region is different, the basic conditions and objective environment for implementing the appointment system are different. Therefore, in the process of implementing the teacher appointment system, long-term goals must be well integrated with stage tasks and current work, and attention must be paid to classified guidance. Implement it step by step, rather than forcing it to be uniform and all at once. At the same time, we must continue to explore and summarize carefully in practice; in line with the principle of first easy and then difficult, pilots should be carried out first, and the pilot work should be carried out actively to explore ways and lay a solid foundation for comprehensive implementation. Once the conditions are ripe, we must pay close attention to implementation and fully implement it as soon as possible.

4. Speed ??up legislation and unify regulations. The "Teachers Law of the People's Republic of China" stipulates that the specific methods for implementing the teacher appointment system shall be prescribed by the education administration department of the State Council. It also affects the implementation effect of the appointment system. To govern education according to law, we must first have laws to follow. Therefore, it is necessary to promulgate the implementation measures of the teacher appointment system and related supporting policies as soon as possible to strengthen the standardized management of the appointment system.

5. Highlight the key points and implement them accordingly.

The reform of the school personnel allocation system is the leader in the reform of the school management system. The establishment and implementation of the teacher appointment system is the core of the school personnel system reform. It is the key to establishing a new teacher appointment system that can be promoted and demoted, and can be promoted and promoted. This must be carried out Put the work in a prominent position and focus on it. At the same time, implementing the teacher appointment system is a complex task, involving various reform issues such as salary distribution and social security. Each aspect of reform and each reform measure are interrelated and conditional on each other. Therefore, while highlighting the key points, we must also pay attention to supporting reforms, overall design, overall planning, and comprehensive advancement.

Teachers’ rights

Teachers’ rights refer to certain rights enjoyed by teachers in accordance with the Teachers Law of the People’s Republic of China (hereinafter referred to as the Teachers Law). This means that teachers have the right to perform certain behaviors or require others to perform corresponding behaviors, and when necessary, require state agencies to use coercive force to ensure the realization of their rights.

1. Right to education and teaching

The most basic rights of knowledge teachers. The "Teachers Law" stipulates that teachers have the right to "carry out educational and teaching activities and carry out educational and teaching reforms and experiments." This right includes: (1) Teachers can organize subject teaching independently according to the teaching plan of their school, teaching workload and other specific requirements, combined with their own teaching characteristics; (2) Determine their teaching content and progress in accordance with the requirements of curriculum standards , and constantly improve the teaching content; (3) Carry out reforms and experiments in education and teaching forms, methods, specific content, etc. for different education objects. Teachers should ensure that they fulfill corresponding obligations and responsibilities when exercising this basic right.

2. The right to scientific research and academic activities

The "Teachers Law" stipulates that teachers have the right to "engage in scientific research, academic exchanges, participate in professional academic groups, and express opinions in academic activities." . This is a basic right of teachers as professional and technical personnel. Teachers’ rights to scientific research and academic activities include: (1) Teachers can determine their own scientific research topics and research methods; (2) Teachers have the right to decide whether to join academic groups; (3) Teachers have the right to express their own opinions in academic activities and Decide whether to publish papers and books; (4) Teachers’ scientific research and academic activities should focus on improving the quality of education and teaching in the school.

3. Managing students’ rights

Managing students’ rights is the main right for teachers to perform their duties. The "Teachers Law" stipulates that teachers have the right to "guide students' learning and development, and evaluate students' conduct and student performance." This is a basic right consistent with the dominant position of teachers in the education process. Teachers have the right to guide students' learning in a targeted manner based on their physical and mental development and characteristics, and provide guidance on students' specialties, employment, and further studies. Teachers have the right to make fair evaluations of students' performance in moral studies, social activities, labor, cultural and sports activities, teacher-student and classmate relationships, etc. Teachers have the right to strictly demand students, praise good behavior, criticize bad behavior, and guide students' development direction according to their personality.

4. Right to remuneration

The "Teachers Law" stipulates that teachers have the right to "receive wages on time, enjoy state-stipulated benefits and paid breaks during winter and summer vacations." This is It is also the embodiment of the labor rights enjoyed by citizens and the right of workers to rest stipulated in the Constitution. Teachers’ rights to remuneration include: (1) Teachers have the right to require their schools and competent authorities to pay their salaries in full and on time in accordance with the provisions of education laws and teacher employment contracts; (2) Teachers have the right to enjoy welfare benefits stipulated by the state. Although the salary of teachers has not yet reached the corresponding level, since the Third Plenary Session of the 11th Central Committee of the Communist Party of China, the central government has reiterated the policy of improving the status and salary of teachers in many policy documents, which will help stabilize the teaching team and promote the cause of education. development has played a positive role.

However, in some places, random misappropriation of education funds and arrears of teachers’ wages still occur from time to time, which leads to the outflow of excellent teachers and a crisis in the teaching team. This not only harms the development of education, but also directly It infringes upon the legitimate rights and interests of teachers. Teachers' labor has high value, and the remuneration received by teachers should be commensurate with the nature and form of their labor.

5. Democratic management rights

Teachers’ democratic management rights means that teachers have the right to “put forward opinions and suggestions on school education, teaching, management work and the work of the education administration department, through employee representatives The right to participate in the democratic management of the school through meetings or other forms.” Teachers’ exercise of democratic management rights is mainly reflected in the following aspects:

(1) Listen to the principal’s work report, discuss the school’s annual work plan, development plan, school reform plan, staff building and other major issues, and Put forward opinions and suggestions;

(2) Discuss and adopt the job responsibility system, faculty and staff reward and punishment management measures and other relevant rules and regulations;

(3) Discuss the principles for the management and use of faculty and staff welfare fees , measures and other matters related to the collective welfare of state employees;

(4) In the process of democratic management of school cadres, teachers must be fully respected and trusted, and teachers must not interfere with teachers' exercise of democratic management rights.

School leaders must fully respect and trust teachers in the process of teachers participating in democratic management, and should not interfere with teachers' exercise of democratic management rights.

6. The right to further training

The "Teachers Law" stipulates that teachers have the "right to participate in further training or other training." This right of teachers is also the obligation of the government and schools, and teacher training must be implemented. This right enjoyed by teachers is to improve the quality of teachers themselves and to better promote the improvement of teaching quality and talent training quality. The rapid changes in modern society require teachers to be able to calmly meet new challenges. They should receive continuing education throughout their tenure to expand and improve their professional knowledge and educational abilities.

Teacher training, on the one hand, is to give teachers the rights, and on the other hand, it is also based on the needs of improving the degree of educational specialization and educational reform. The increasing professionalization of education means that the requirements for teachers’ academic qualifications are getting higher and higher. The need for educational reform means that without the support and participation of teachers, it is difficult for the reform to succeed. At the same time, if the quality of teachers is not improved, any education reform will not be effective.