In recent years, the mainland's education sector has been continuously deepening reforms, especially in the construction and management of teachers, and remarkable results have been achieved. Recently, the latest reform plan for the teacher appointment system in Xiqing District, Tianjin has attracted widespread attention, and teachers are no longer "hired for life".
The introduction of this plan is undoubtedly a major breakthrough in the traditional teacher appointment system. For a long time, teachers have symbolized the stability and security of their work, and have been recognized as synonymous with "iron rice bowls". However, with the development of the times and the change of educational needs, the employment security of teachers is also facing challenges.
1. Clarify the assessment requirements for the employment period
The "Implementation Plan for the Management of the Appointment Period of Primary and Secondary School Teachers in Xiqing District (Trial)" issued by the government affairs network of Xiqing District, Tianjin clearly stipulates that
➢ Fully implement the employment system and post management system for primary and secondary school teachers, break the "one appointment for life", implement dynamic management of the appointment of primary and secondary school teachers, and build a flexible employment mechanism that allows personnel to go up and down, and enter and exit;
➢ The term of employment of teachers is 3 years, and the evaluation of the employment period is based on the employment (appointment) contract, and the annual assessment results during the employment period are based on the comprehensive assessment;
➢ The results of the employment period are generally divided into two grades: qualified and unqualified:
➢ If the employment period is unqualified, the contract will not be renewed after the expiration of the contract; After a teacher is hired, he or she must pass the assessment in the next employment period and there are vacancies in the school before he or she can participate in the competitive recruitment work.
➢ For teachers who do not obey the organizational arrangements or still fail to pass the annual evaluation after being assigned to a new post, the school may terminate the employment contract in accordance with the prescribed procedures.
➢ The program will be implemented from August 1, 2024.
Second, the deep meaning behind the reform
Tianjin's Xiqing District Teacher Appointment System Reform Plan marks a major change in the education industry. Traditionally, although the "one-for-life" teacher appointment system ensures the stability of teachers, it may also lead to the lag of teaching methods and educational concepts. The introduction of the new scheme means that teachers will no longer be automatically hired for life, and they will have to continuously improve their teaching and professional skills if they want to stay in their posts. At the same time, the introduction of more competition and incentive mechanisms will stimulate the motivation of teachers, prompt them to continuously adapt to the needs of educational reform, learn through teacher training and other means, and then improve the quality of education and teaching, and provide students with better educational services.
The notice clarifies the assessment tasks for senior teachers, first-level teachers and teachers below the second level, and requires them to meet the "basic requirements" and "professional requirements" during the employment period. This means that higher standards are set for the professionalism of teachers, who may face elimination if they do not improve themselves. The circular also stresses that in the evaluation of the employment period, teachers' ethics and style of teaching should be given top priority, and teachers' ideological and political quality and teachers' ethics and style of teaching should be regarded as the most important evaluation criteria. Therefore, teachers must strengthen moral learning to cope with this demand. The 100 Teachers Alliance brings together many authoritative experts and outstanding teachers in the field of education, and provides a variety of online and offline training and conference services all year round, covering four categories: management, policy and technology, disciplines, top students and strong foundation student training, including high school and high school entrance examination seminars in various provinces across the country, primary, junior and high school observation classes, new textbook training and ideological and political training for front-line teachers, training for backbone teachers and class teachers in primary and secondary schools, training for top students and strong foundation students, and customized training. In terms of the innovation of teaching methods, the in-depth exploration of subject knowledge, and the improvement of teachers' ethics and style, the 100 Teachers Alliance has always provided strong support for teachers' professional growth.
Third, whether the reform can really be fair and just
In this reform, netizens are in favor and worried. Some parents believe that teachers are responsible for teaching and educating people, and eliminating unqualified teachers is conducive to the development of students. However, some parents are worried that the triennial assessment may make it impossible for teachers to teach with peace of mind, thus affecting the quality of teaching. At the same time, they also questioned the fairness and impartiality of teacher evaluation criteria.
In reality, those who have poor leadership evaluations are always those who have strong professional ability and do not cater to leaders, and students always give low marks to those serious and responsible teachers. In the mutual evaluation of colleagues, it is often those teachers who work hard but are not good at handling interpersonal relationships to be negatively evaluated, and those who are capable but often suffer losses are particularly unfair!
Often, people who have the right to speak or can influence their voice will often have no mistakes or fail in their assessments. But there may be people with ulterior motives who use the assessment as a tool to attack and retaliate against teachers who have personality and dare to stand up to their principles.
Eventually, teachers who are strong in teaching but don't cater to leaders may opt out, while those who are less capable but good at pleasing may stay. So, who will conduct the assessment? How is the assessment conducted? Who will oversee it? These issues are particularly critical and need to be seen.
These issues are not only the focus of parents' attention, but also the deep concerns of teachers.
Therefore, while improving the overall quality of teachers and promoting the development of education through dynamic management, we also need to pay attention to potential problems to reduce teachers' worries.
The reform of the teacher employment system in Xiqing District of Tianjin is an exploration of the education field to actively adapt to the development needs of the new era. Although the reform has introduced some uncertainties, it has also injected new life into the teaching force.
In the future, how to balance the stability and flexibility of the teaching profession will be an issue that needs to be deeply considered in education reform. For young people, no matter how the system changes, the teaching profession is always a career path worthy of respect and choice.
What do you think about breaking the system of "one appointment for life" for teachers? Welcome to leave a message in the comment area.