[Discussion on management strategies of grassroots TV teaching staff] Construction of grassroots party organizations of TVU

Abstract: High-quality and efficient teaching staff is the key to the development of grassroots TVUs. With the expansion of the scale of TVUs, how to ensure the quality of education and teaching in grassroots TVUs has become an urgent problem to be solved. Based on the analysis of the current situation of teaching staff management of Chongming TV University, this article proposes some specific measures to strengthen the construction of teaching staff of grassroots TV universities from the perspective of teacher team management and combined with the characteristics of the development of grassroots TV universities.

Keywords: grassroots TV universities, teachers, part-time teachers, team building

The quality of education and teaching is the lifeline and eternal theme of the development of education. In recent years, with the acceleration of the development of TVU education, the enrollment scale of grassroots TVUs has continued to expand, which has put forward new requirements for the management of teaching staff. Creating a high-quality and efficient teaching team is a problem that current grassroots TVUs must solve. Compared with ordinary universities, the adult education teachers of TVUs, especially grassroots TVUs, are still relatively weak in terms of quantity, quality and professionalism. This article uses the current situation of the teaching staff of Chongming TV University where the author works as the entry point for analysis, analyzes the existing problems in the management of the teaching staff of grassroots TV universities, and puts forward some feasible suggestions for the management of the teaching staff of grassroots TV universities from multiple perspectives.

1. The importance and urgency of strengthening the management of grassroots TV teaching staff

1. Strengthening the management of grassroots TV teaching staff is the key to correctly grasping the responsibility and mission of distance education in the new era and improving adults The need for education and teaching quality

TVU education always revolves around the school philosophy and purpose of "everything for learners, for all learners", which requires us to use this to guide, strengthen and improve teacher management work . At present, our distance education system has repeatedly emphasized the need to strengthen and attach importance to connotation construction and teaching, so it is particularly important to establish a team of teachers with high teaching levels and scientific research capabilities and a reasonable structure.

2. Strengthening the management of grassroots TV teaching staff is the need to grasp the laws of education, standardize the school's daily work management, and implement sustainable development

Teachers are the main body of the school, and the quality of teachers directly determines The quality of education is important, and the management of teachers is also a routine task of school management. Teachers' political literacy, professional quality, teaching effectiveness and innovation ability are all related to the quality of teachers. Only by building a good team of teachers can grassroots TV universities gain a firm foothold in the development process and achieve better economic and social benefits. benefits and further development.

3. The management of grassroots TV teaching staff is the need to seize the good opportunities for educational development, enhance school competitiveness and school brand building

In today's promotion of "learning society" and lifelong Under the concept of education, adult education has received more and more attention and attention from society. Especially the current trend towards community colleges and open universities. Under the concept of inclusive education, TVU education is increasingly developing towards mature foreign school-running models. We should seize this opportunity, shape the school's brand and image, and ensure internal and sustainable development. motivation.

2. Analysis of the current situation of teaching staff management of grassroots TV universities

Due to the laws and characteristics of TVU education and teaching, a common problem encountered by grassroots TVUs in the construction of teaching staff is The number of full-time teachers on the job is relatively small, and the subject level, hierarchy, and structure cannot meet the needs of the rapid development of TVU. However, grassroots TV universities can give full play to their advantages of autonomy in running schools, recruit teachers on the basis of off-campus recruitment, and establish a flexible full-time and part-time employment mechanism through incentives and constraints. However, some problems have also been exposed in the development process of grassroots TV universities, which will be analyzed based on the actual situation of Chongming TV University.

Chongming TV University currently has seven open education undergraduate majors, namely accounting, administrative management, business management, law, modern clerical science, logistics management, information management, and public utility management. Six specialist majors and one administration express track. The total number of students at the school is about 4,000, with 16 full-time teachers on staff and about 110 external part-time teachers.

The basic situation of its teaching staff is as follows:

1. Number of teaching staff

The number of full-time teachers on staff is 16, and the number of external part-time teachers is 110. In terms of proportion, There is no coordination between full-time and part-time teachers, and part-time teachers assume the main teaching tasks. Although the school's planning emphasizes team building, both introduction and improvement. However, the current situation has resulted in an over-reliance on part-time teachers in teaching.

2. Educational structure and professional title structure of the teaching team

There are four full-time teachers with master's degrees, four with deputy senior titles, and part-time teachers with master's degrees and above. There are 44 people with academic degrees, 35 people with associate senior professional titles and above, and the rest have intermediate professional titles. Judging from the academic structure and professional title structure, external part-time teachers generally have the level and ability to undertake education and teaching of professional courses, while the professional titles of full-time teachers need to be improved.

3. Age structure and professional structure of the teaching team

Based on the existing data of the school, it can be concluded that from the age structure point of view, the middle strength of the teaching team is mainly middle-aged and elderly teachers. Mainly, the proportion of young teachers is low. Combining the school's existing majors, it can be seen that the professional distribution of teachers is not very professional. Among full-time teachers, public and private course teachers account for the majority, and the number of professional course teachers is relatively small. Part-time teachers are highly professional, but many teachers have relevant professional backgrounds. In addition, some teachers failed to obtain college teacher qualification certificates.

3. Rational analysis of existing problems in the management of grassroots TV teaching staff

1. The number of full-time teachers is relatively insufficient, the stability of the part-time teaching team is poor, and the structure of the teaching team is unreasonable

The sources of teachers at grassroots TV universities are mainly composed of full-time teachers from the school, retired teachers from various adult education institutions, young and middle-aged teachers in service from various higher vocational colleges, and master's and doctoral graduate students from various universities. Based on the nature of the TVU education unit and the development status of the TVU career, the number of full-time teachers is relatively weak, while the stability of part-time teachers is poor and the turnover rate is high. In view of the characteristics of TVU education, in the process of building the teaching team, a combination of full-time and part-time teachers is adopted. This kind of management measure for grassroots TV universities to use both full-time and part-time teachers at the same time is an inevitable measure taken by them in the development process to meet the teaching needs and reduce future education costs. However, it is not difficult to see that part-time teachers are responsible for the main education and teaching work. Therefore, in In terms of teaching, there is a situation of over-reliance on part-time teachers. The contractual relationship between part-time teachers and grassroots TV university units is temporary employment, so there will be certain difficulties in the management of the teaching team.

2. The selection criteria for teachers are vague, and the appointment of teachers has not been institutionalized and standardized.

The origin and composition of the teaching team of grassroots TV universities has led to defects in the structure of the teaching team. With the rapid expansion of school scale, Development, the school's majors are increasing, and the existing full-time teacher team cannot meet the needs of school development. This requires hiring a large number of part-time teachers to meet the needs of teaching growth. Due to the limitations of grassroots TV universities, such as being located in remote areas of the city, as well as financial and transportation constraints, it is difficult to fully recruit outstanding teachers. However, certain standards can be followed in the selection process of external teachers and a teacher admission system can be implemented. In addition to meeting basic conditions such as academic qualifications, professional knowledge, and sense of responsibility, the teachers selected must also meet conditions such as familiarity with the characteristics of adult education teaching and obtaining a college teacher qualification certificate, and standardize the various systems for teacher appointment.

3. The teacher training mechanism is imperfect and the training channels are narrow.

The management of human resources for teachers in colleges and universities is inseparable from the development of human resources for teachers. Talent is not born, but needs to be continuously cultivated. For adult colleges and universities, after the selection and recruitment of talents are completed, they must not only consider using them, but also consider cultivating them. In the process of rapid development of TVU's education, it is necessary to actively introduce urgently needed talents, but at the same time, it is also necessary to organically combine the cultivation of existing talents with the introduction of talents, and correctly handle the relationship between the cultivation of existing talents and the introduction of talents. The current situation is that the channels for training teachers in grassroots TV universities are narrow.

The main ways to train teachers at grassroots TV universities include: first, participating in professional skills training at the main school; second, on-the-job academic education; third, entering domestic and foreign universities for further study visits; and fourth, "passing on, helping, and guiding" among teachers within the school. Although grassroots TV universities recognize the importance of teacher training and have done a lot of work, they still need to increase the intensity of teacher training and improve the teacher training system.

4. Teachers’ job responsibilities are unclear and teaching supervision is not in place.

TVU’s education system is different from ordinary higher education and has its inherent particularity. However, teachers at grassroots TV universities must also follow the basic responsibilities of teachers and complete their teaching tasks during the teaching process. Teacher job responsibilities should be clearly defined and effective monitoring and feedback should be provided. Education without effective monitoring mechanisms is education without quality. Assessment indicators such as teacher preparation, lesson plan design, classroom teaching, and online and offline tutoring must be refined and specific. However, these tasks require a lot of effort, or due to insufficient management understanding, there are no clear and specific teacher position details and management systems to measure and standardize. As a result, the entire teaching process does not have the implementation of specific measures such as evaluation, feedback, control, and adjustment, and only stays at the understanding stage of the problem.

5. The teaching process failed to be carried out effectively, and teachers’ professional development encountered a “bottleneck”

Compared with traditional education, modern distance education breaks the limitations of time, space and age. Student-centered educational philosophy. As a component of distance education, TVU education implements a three-dimensional interactive teaching model of guidance-self-study-assistance based on learner independent learning as the center, educator guidance as the premise, and multiple media resources and means to support learning. . However, under the current actual situation, classroom teaching is still an important organizational form of TVU education. However, the reality is that students' attendance in class cannot be effectively improved and guaranteed, and teaching plans cannot be effectively carried out. The development of normal teaching is a means of teachers' professional development, and can also achieve the purpose of mutual benefit in teaching, so teachers' professional development is constrained and affected.

6. The incentive mechanism is imperfect and teachers’ enthusiasm has not been effectively brought into play.

Teachers’ work is a creative work, and the work incentives for teachers as a group have their own particularities. The existing incentive mechanism mainly calculates workload and pays class fees based on the number of face-to-face tutoring classes. There are differences in class fees between full-time and part-time teachers, and the phenomenon of equal pay for public and professional courses, etc. As a result, there is little difference between more and less work efforts. The design of the teacher compensation system mostly follows the old salary distribution system. The benefits are not well linked to the actual work performance, which over time dampens the work effort. The enthusiasm of those who do not want to be motivated will not be able to spur and pressure those who are latecomers. In the long run, they will have the habit of inertia. At the same time, there are many outstanding teachers among part-time teachers. How to enhance their sense of belonging and stimulate their work potential is related to the school's teaching quality. In addition to material incentives, spiritual incentives, career development and other combined measures should also be considered.

IV. Suggestions for standardizing the management of the teaching staff of grass-roots TV universities

The various problems that arise in the development process of grass-roots TV universities are not one-sided or isolated, but involve a whole and Overall, the solution to each specific matter cannot lead to the solution of all problems. If we focus on one thing and one thing, it is often difficult to fundamentally solve the problem. Therefore, we should consider system construction to promote team building from the meso level. Only with the guarantee of the system can the resolution of specific matters be scientific, reasonable and standardized.

1. Based on work analysis, make mid- and long-term plans for the construction of the teaching team to ensure the stability of the teaching team

According to the characteristics of the source of the teaching team of grassroots TV universities, the construction of full-time teachers in the school In the process, attention should be paid to the combination of introduction and cultivation, with cultivation as the main focus. On the other hand, we must do a good job in recruiting part-time teachers. Both aspects of work need to be based on the speed and scale of school development, the establishment and replacement of majors, and based on this actual situation analysis, we need to analyze whether the teaching work is satisfactory and make mid- and long-term plans for teachers. The acquisition, motivation, and control of teachers are the focus of consideration.

At the same time, a variety of means and methods should be used to enhance teachers’ sense of belonging and ensure the stability of the teaching team.

2. Establish a teacher "admission system", clarify the standards for teacher selection, and institutionalize and standardize teacher recruitment

In accordance with the principles of openness, fairness and impartiality, open recruitment and certification will be implemented Job recruitment, competition for jobs. It is essential to classify teachers into different grades, establish teacher files, and hire based on their posts. It can mobilize the enthusiasm and creativity of talents and bring out the greatest motivation of people. Implement the institutionalization and standardization of teacher recruitment. In order to ensure the quality of teachers, it is necessary to establish and improve the teacher appointment system. Before appointment, there is an all-round inspection of teachers’ academic qualifications, professional titles, teacher qualifications and teaching abilities. During the appointment process, we follow the principle of stability in practical universities and based on job appointment, formulate strict appointment procedures, and clarify the teacher’s qualifications during the selection process. Rights and obligations, responsibilities and benefits, familiarity with the characteristics and procedures of adult education at RTVU, guidance and training on the proficient use of office equipment, implementation of an evaluation system after appointment, and establishment of a reasonable exit mechanism. This will reduce the arbitrariness and blindness of teacher appointment and establish an efficient teaching staff.

3. Improve the teacher training system and promote the all-round development of teachers

The construction of the teaching team of TVU education system is not only about the introduction, but also the training and development of existing personnel. Effective training for in-service teachers has become the key to improving the quality and level of teachers. Training can not only improve the quality and ability of teachers, but also improve work motivation and attitude. First of all, it should be guaranteed institutionally. The rights, obligations, time, conditions, funding, etc. of in-service training for in-service teachers are clearly stipulated, and the content and focus of the training are also stipulated to provide institutional guarantees. Secondly, the training forms should be enriched, that is, we should pay attention to off-campus training and school-based training. The effectiveness of training is improved through various forms such as visiting universities at home and abroad, on-the-job academic studies, participation in high-level academic annual conferences in various majors, and on-campus new teacher training. Third, training funds must be guaranteed. In teacher training, funding security is key. Schools should increase investment in teacher training and set up special funds for teacher training. Fourth, the process and effectiveness of teacher training must be monitored and motivated. During the training process, it is necessary to effectively monitor the training effect, implement phased rewards and terminal rewards, and improve teachers' enthusiasm.

4. Clarify the responsibilities of teaching positions and increase the monitoring of the teaching process

On the premise of following the laws of education, the TVU education system has its own unique teaching characteristics that are different from ordinary higher education. , while ensuring the quality of face-to-face teaching courses, teachers must also consider how to balance the learning gains of students with conflicts between work and study. This requires clarifying the job responsibilities of teachers in the system and clarifying the specific work and steps that teachers should complete at different stages of the semester. In the teaching process, certain monitoring methods and measures should also be equipped for all aspects of lesson preparation, class delivery, lesson evaluation and after-school tutoring. Establish a multi-angle and multi-faceted evaluation and feedback system to ensure this. It is difficult to link the teaching process without supervision with high-quality teaching results.

5. Improve the attendance rate of classroom teaching and promote the professional development of teachers

The low classroom attendance rate has become a bottleneck restricting the development of TVU teaching. This not only affects the normal operation of classroom order, but also affects the normal operation of classroom order. It is not conducive to the improvement of teaching quality and is not conducive to the professional development of teachers. How to effectively attract students to carry out normal classroom teaching, the author believes that efforts should be made from the following aspects based on the characteristics of TVU system education. First, mobilize mentally and establish a correct learning attitude. Grassroots TV universities should make full use of various information platforms such as opening ceremonies and school websites to increase publicity efforts, clarify the importance of classroom teaching, and mobilize students, especially giving full play to the role of class cadres in improving class attendance. Second, teachers must prepare lessons carefully, pay attention to the artistry of teaching while ensuring the completion of teaching tasks, and use the teacher's own charm to attract students. In particular, we attach great importance to the primacy effect of the teacher's impression on students in the first class. The third teacher pays attention to strengthening communication with student leaders and class teachers.

It is necessary to analyze the source composition of students, communicate with the class teacher in a timely manner, and pay attention to the important role of the class teacher in student mobilization. Fourth, establish and clarify a management system that combines leniency and strictness. Although classroom teaching is only an integral part of adult education at TVU, the implementation of clear rules and regulations will help improve classroom attendance. For example, it is stipulated that degree recipients must ensure a certain class attendance rate, various forms of scholarship recipients have rigid regulations on attendance, strict implementation of the scoring requirements for daily grades, and many other forms.

6. Improve the incentive mechanism and improve teacher job satisfaction

Scientific teacher incentive mechanism can effectively improve teacher work performance and school education quality, so grassroots TV universities should Strengthen internal management and establish a scientific incentive mechanism that is conducive to the cultivation and use of talents, so as to fully mobilize the enthusiasm of teachers. The author believes that we should mainly start from two aspects. First, deepen the reform of the distribution system and establish a scientific and reasonable remuneration system. As university administrators, we should fully realize the multiplicity and complexity of teachers' needs, recognize that teachers, as complex workers, play a role and status in the development of schools, and should enjoy higher treatment. Secondly, go deep into the actual situation, understand the motivation needs of teachers, and improve the motivation effect and teacher satisfaction.

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