Performance pay of teachers in Bazhou city

Reflections on the implementation of performance pay in compulsory education schools in Henan Province

Provincial Department of Human Resources and Social Security, Provincial Department of Finance and Provincial Department of Education

(20 July 2009)

According to the Notice of the General Office of the State Council on Forwarding the Guiding Opinions of Ministry of Human Resources and Social Security, Ministry of Finance and Ministry of Education on the Implementation of Performance Pay in Compulsory Education Schools (Guo Ban Fa [2008]133), combined with the actual situation in our province, these implementation opinions are formulated.

I. Scope and time of implementation

According to the regulations of the state, the official staff of compulsory education schools in institutions that implement the post performance pay system began to implement performance pay from June 5438+1 October1.

Second, the total performance pay is approved.

The total performance salary is temporarily approved according to the basic salary of faculty and staff in the school last year of 65438+February and the standardized subsidy level. Among them, the standardized average subsidy level of compulsory education teachers is determined by the human resources and social security departments and financial departments of the government at or above the county level according to the principle that the average salary level of teachers is not lower than that of local civil servants.

The implementation of performance pay in compulsory education schools is combined with clearing and standardizing subsidies for compulsory education schools. In addition to the basic salary stipulated by the state (including salary standard increase 10%), special post allowance (excluding class teacher allowance) and reform allowance reserved according to the state regulations, the original local allowance, the year-end one-time bonus stipulated by the state, other subsidies currently issued by the school and the pre-increased subsidies when the compulsory education schools in our province regulate the civil servant allowance and subsidy should all be cleaned up and merged.

In principle, the total performance salary is approved once a year, and it will be adjusted accordingly with the adjustment of the basic salary and subsidies of civil servants in the county-level administrative area where the school is located. Schools directly under the provinces and municipalities directly under the central government are adjusted accordingly with the adjustment of allowances and subsidies for civil servants in provinces and municipalities directly under the central government.

The total performance pay of each school is proposed by the competent department of the school in the total performance pay approved by the human resources and social security and financial departments. When the school authorities specifically verify the total performance pay of each school, they should make reasonable overall plans and gradually realize the general balance of performance pay of compulsory education schools in the same county-level administrative area; Rural schools, especially those with difficult conditions, should be properly tilted. When adjusting the total performance pay, the growth rate of the total performance pay should be appropriately higher than that of other schools.

Third, the distribution of performance pay.

(A) performance pay is divided into two parts: basic and reward. 1. Basic performance pay. Basic performance pay accounts for 70% of the total performance pay. Post allowance and rural school teachers' allowance are set, and their standards are determined by the human resources, social security, finance and education departments of the government at or above the county level, and are generally paid monthly.

Post allowance mainly reflects regional economic development level, price level, job responsibilities and other factors, and can appropriately widen the gap according to the post position. The subsidy for teachers in rural schools is a policy inclination for rural schools, especially those with difficult conditions. According to the geographical environment and hardship of rural schools, according to the principle of not exceeding the total performance pay 10%, the subsidy grades are appropriately differentiated. 2. Incentive performance pay. Incentive performance pay can include the allowance for class teachers, extra-curricular class hours, education and teaching achievement awards, excellent service awards and other items, which mainly reflect factors such as workload and actual contribution.

On the basis of assessment, the school independently determines the distribution mode and method within the approved total performance salary, and reasonably widens the gap. All items and standards are determined by the school according to the school's incentive performance salary distribution method, and implemented after being approved by the competent department.

(B) Give full play to the incentive-oriented role of performance-based wage distribution. The education departments of cities and counties (cities, districts) under the jurisdiction of all provinces should formulate performance appraisal methods and strengthen the guidance of internal assessment of schools. According to the different characteristics of teachers, managers and work skills, schools should formulate detailed assessment rules and classified assessment methods, improve the performance assessment index system, improve the internal assessment system, improve the quality of assessment, and enhance the objectivity and fairness of assessment results. It is necessary to take the results of performance appraisal as the main basis for the distribution of performance pay, adhere to the principle of getting more for more work, excellent performance and excellent reward, focus on front-line teachers, backbone teachers and other staff who have made outstanding achievements, and make overall consideration of the distribution relationship of performance pay among personnel in various positions within the school.

(3) The performance pay of principals and secretaries shall be determined by the school authorities according to the assessment results of principals and secretaries within the total performance pay approved by the government's human resources and social security and financial departments. The basic performance salary of principals and secretaries is included in the school performance salary and paid monthly, and the incentive performance salary is determined by the school authorities according to the assessment results. (four) the school should fully develop democracy, adhere to the principles of openness, fairness and justice, and solicit opinions from the teaching staff. The distribution method shall be studied by the collective leadership of the school, discussed by the staff congress of the school and reported to the competent department of the school for approval, and published in the school to ensure the staff's right to know, participate and supervise, and safeguard the legitimate rights and interests of the staff.

Four. Relevant policies

(a) the school authorities shall, jointly with the relevant departments, clean up and standardize the existing subsidy projects, standards and sources of funds of the school. Issued the Notice of the General Office of the State Council on Forwarding the Central Commission for Discipline Inspection, the Organization Department of the Central Committee, the Ministry of Supervision, the Ministry of Finance, the Ministry of Personnel and the Audit Office on Strengthening the Salary Management of Civil Servants with Serious Discipline (No.0/KLOC [2005]), and the reform subsidies issued by the school shall be temporarily retained, except those that exceed the prescribed standards and scope, and shall be separately stipulated. Before the introduction of normative measures, no new reform subsidy projects, improvement of existing reform subsidy project standards and expansion of distribution scope shall be introduced.

After the implementation of performance pay, the school shall not issue any subsidies or bonuses beyond the approved total performance pay, and shall not issue them in violation of the prescribed procedures and methods. Those who violate the policy should be resolutely corrected in accordance with the provisions of document No.200510 of the Office, and the illegal funds should be confiscated and turned over to the state treasury, and the relevant personnel should be held accountable.

(two) the original state regulations of the class teacher allowance and performance pay in the class teacher allowance project merger, no longer listed separately, into the performance pay management. The allowance standard for class teachers stipulated by the original state is included in the total performance salary.

(3) When compulsory education schools implement performance pay, the subsidy for teachers engaged in non-compulsory education in complete middle schools shall be considered by the schools as a whole.

(four) in the implementation of performance pay at the same time, the payment of living allowances for retirees in compulsory education schools. The standard of living allowance for retirees shall be implemented in accordance with the Notice of the Provincial Commission for Discipline Inspection, the Organization Department of the Provincial Party Committee, the Provincial Supervision Department, the Provincial Department of Finance, the former Provincial Personnel Department, the Provincial Audit Department, and the former Provincial Department of Labor and Social Security (Yufa [2009] No.5). The specific standard of living allowance for retirees shall be studied and formulated by the human resources, social security and financial departments of the government at or above the county level. Performance pay is not used as the base for calculating retirement expenses.

(5) The standard of post allowance and rural teacher allowance for the personnel who implement the salary standard during the probation period (initial tenure, apprenticeship and skilled period) in compulsory education schools according to state regulations shall be determined by the human resources, social security, finance and education departments of the government at or above the county level after the expiration of the probation period (initial tenure, apprenticeship and skilled period) according to a certain proportion of the proposed post (post) implementation standard; Incentive performance pay is determined by the school according to the actual situation within the approved amount of incentive performance pay.

(six) the compulsory education school staff really need to work in the second position, the performance pay standard according to clear their basic salary.

Verb (abbreviation of verb) fund guarantee and financial management

(1) Incorporate the funds needed for the implementation of performance pay in compulsory education schools into the financial budget, and ensure that the funds needed for the implementation of performance pay in compulsory education schools are put in place. County-level finance should give priority to the funds needed to ensure the implementation of performance pay in compulsory education schools, and provincial finance and district-level finance should strengthen fund co-ordination to help counties (cities) do a good job in ensuring the implementation of performance pay in compulsory education schools, especially rural compulsory education schools.

(two) standardize the financial management of the school, strictly implement the provisions of the State Council on the exemption of tuition and miscellaneous fees for students in compulsory education, and it is strictly forbidden to collect fees at will. Unified management of state-owned assets of schools, all kinds of government non-tax revenue shall be turned over to the finance at the same level in accordance with state regulations, and the "two lines of revenue and expenditure" shall be strictly implemented. It is strictly forbidden to use fee income and public funds to issue subsidies on their own.

(3) School performance pay should be earmarked and accounted for separately. Performance pay should be paid in the form of bank cards, and cash is not paid in principle. The specific payment method shall be implemented in accordance with the relevant provisions of the local financial treasury management system. Where the unified payment of wages is implemented, the basic performance salary is directly transferred to the personal salary bank account according to the prescribed procedures, and the reward performance salary is transferred to the personal salary bank account by the financial department at the same level after being audited by the school competent department.

Organization and implementation of intransitive verbs

(a) the departments of human resources and social security, finance and education of cities and counties (cities, districts) under the jurisdiction of each province shall, in accordance with the implementation opinions and the relevant provisions of the state, formulate specific measures for the implementation of performance pay for compulsory education schools within their respective administrative areas, and report them to the human resources and social security, finance and education departments of the higher government for approval before implementation.

(2) All localities and relevant departments should promote the implementation of performance pay in compulsory education schools as a whole, standardize local civil servants' allowances and subsidies, reform the guarantee mechanism of compulsory education funds, improve the guarantee mechanism of rural teachers' salaries and funds, and deepen the reform of personnel system in primary and secondary schools; It is necessary to study and properly handle the problems in implementation in time to ensure the smooth implementation.

(3) Compulsory education schools implement performance pay, which has strong policy, high social concern and strong sensitivity. In the process of implementation, all localities should earnestly strengthen the ideological and political work of compulsory education schools, properly handle all aspects of relations, and resolutely safeguard the stability of schools. Relevant departments should cooperate closely, strengthen work guidance, establish and improve an effective supervision and inspection mechanism, strictly grasp policies and procedures, and guide and urge schools and other units to strictly implement policies related to performance pay.