How to improve the teacher appointment system

With the deepening of reform and opening up, the competition mechanism has been integrated into most industries, which has brought great vitality to these industries. At present, the appointment system has been implemented in the field of education, which has optimized the structure of teachers in a certain range and introduced the competition mechanism to mobilize and stimulate the enthusiasm of teachers. However, this appointment system is limited to the internal constraints of one unit, resulting in a closed and conservative state of personnel system reform. This is not conducive to the flow and utilization of talents under the market economy, resulting in the waste of a large number of talents, and is not conducive to the overall optimization of teachers and the steady improvement of teaching quality. To change this situation, we must further "reform and open up" the current teacher appointment system, break the conventional personnel system management system under the ownership of personnel units, treat teachers as social talents, and make them socialized and market-oriented. The establishment of teacher exchange development center is not only the development center of teacher talents, but also the reserve of teacher talents and the macro-control system of teachers. According to the learning system, primary and secondary schools openly recruit teachers for the society, so that teachers can be employed in both directions, and the appointment system of open recruitment and competition for posts is implemented. Only in this way can we promote, upgrade and adjust the structure of teachers and improve their quality in an all-round way. For a long time, as long as our teachers are assigned or transferred to schools, they are guaranteed for life. Under the influence of herd mentality, a considerable number of teachers only regard teaching as a means to make a living, thus failing to make progress and doing nothing, which has become a negative factor or even resistance to the development of education. Therefore, reforming the current appointment system has become an inevitable choice for the reform and development of the education system. We are glad to see that some areas have begun to carry out such reforms. Although it is only an open recruitment in a certain area, it is not really open recruitment for the whole society, but it has made a good start.

The significance of openly recruiting teachers in the whole society is self-evident, but there are many obstacles in practice. A considerable number of principals, especially those in weak schools or leaders in economically underdeveloped areas, are not very active in this reform. They are mainly worried that once the appointment system is opened in the whole society, it will inevitably lead to the concentration of excellent teachers in key middle schools or economically developed areas, and the lack of backbone teachers in weak schools will be even more unsustainable. Objectively speaking, this kind of worry is not unreasonable. On the one hand, it is necessary to fully popularize compulsory education and recruit students; On the one hand, it is indeed contradictory to mobilize teachers' enthusiasm and allow reasonable flow. I think there are two ways to solve this problem. One is to shut down and turn around. Schools that are really lifeless and lack students will either close down or merge with other schools. At present, a considerable part of Wu Hanyou has changed from middle school to junior high school, and high schools have also been merged into more dynamic high schools nearby. This is a kind of thinking. Second, for schools with certain strength, but relatively weak, it is necessary to implement an intra-school distribution system, introduce a competition mechanism, and increase the income level, so as to form a mechanism in which weak schools also have teachers to attract stable backbone teachers, that is to say, excellent backbone teachers working in weak schools should also have a mechanism in which their income is higher than that of ordinary teachers or even some key middle school backbone teachers. To do this, we can implement the system of separation of evaluation and employment. The current teacher appointment system is a management system integrating evaluation and appointment. That is, it can not well reflect the incentive and elimination functions of the appointment system, and can not give full play to the role of talents in the second competition. Therefore, it is necessary to verify the number of teachers that schools need to employ, stipulate rigid conditions such as application, waiting for employment, dismissal, low employment and retirement after the proportion of teachers at all levels, and set posts, responsibilities and treatment, implement low employment and high employment, and choose the best posts, re-recruit vacant posts to the society, and separate employers from professional titles. This will naturally eliminate seniority and stimulate teachers' enthusiasm.

The key to the separation of evaluation and employment is to classify posts in grades and pay wages according to grades. However, the school is a special unit. In addition to the administrative level of the leader, there are obvious job differences between the front desk and the logistics department. Teachers are all in different classes. Can you say which position is important or not? In practice, it is always difficult to implement low employment and high employment in higher vocational colleges. Therefore, it must be supplemented by a reasonable placement system, that is, fast, medium and slow classes are divided according to students' ability differences. There is a misunderstanding that quality education should be geared to all students and provide equal educational conditions and opportunities for every student, so there should be no fast or slow classes. This practice is not conducive to teaching students in accordance with their aptitude. Everyone's family and environment are different, and the final quality is naturally different. This attempt to educate every student with the same conditions and requirements in order to improve the overall quality is unwise and violates the principle of teaching students in accordance with their aptitude. Lead by example, from individual teaching, to group and class teaching, to branch teaching. Students of the same level receive education with the same requirements and conditions. In the past, schools were divided into one, two and three categories, which contributed to the phenomenon of school choice and was not conducive to admission nearby. However, as far as a single school is concerned, regardless of the advantages and disadvantages, it is not conducive to students' study, but also makes some teachers feel at a loss. Of course, the system of fast and slow classes can also be improved, and we can learn from the experience of dynamic class division in Shanghai Jianping Middle School, that is, fast and slow classes are divided not by the total score, but by the grades of classes A, B and C. For example, a student can learn Chinese in Class A, mathematics in Class B and English in Class C. After a period of study, his grades have changed, and his grades can be dynamically adjusted again, which does not better reflect his ability tendency. This is good for both teachers and students. Schools can determine class grades according to teachers' abilities and attitudes, with high scores and high subsidies, low scores and low subsidies, and adjust grades once a year according to grades. Isn't this the introduction of competition mechanism? Teachers' enthusiasm is naturally mobilized, and backbone teachers are at ease. Such a practice of weakening the gap between schools and expanding the class level within schools may be more suitable for the current national conditions in China.

To sum up, the teacher appointment system is an important link in the implementation of quality education, but it needs to be further reformed and improved, and the appointment system should be open to the market and the whole society. At the same time, the evaluation and employment should be separated, classes should be divided reasonably according to disciplines, and remuneration should be obtained according to posts and grades. In this way, the appointment system is the real appointment system, which is more conducive to the implementation and promotion of quality education.