According to the spirit of the relevant documents of provinces and cities, while standardizing the allowance and subsidy for civil servants, we should make overall plans to solve the treatment of primary and secondary school teachers and improve the salary and subsidy for primary and secondary school teachers. In this increase, teachers' allowances are divided into basic allowances and incentive allowances. For teachers who perform their job responsibilities and complete the education and teaching tasks stipulated by the school, the basic salary is paid in full, and the incentive allowance (400 yuan per person per month) is used as the performance salary of teachers, which is dominated by the unified management of the school, reflecting their job responsibilities and work performance. In order to arouse the enthusiasm of teachers in our school and establish a fair, reasonable, open, transparent and effective incentive internal distribution mechanism, this distribution scheme is formulated according to the spirit of the document "Guiding Opinions on Performance Pay Distribution for Teachers in Fuqing Education System" and the actual situation of our school.
I. Guiding ideology
According to the spirit of the document, combined with the actual situation of our school, within the total performance salary approved by the superior, we will focus on implementing the employment system and post management, scientifically arrange, establish a distribution incentive mechanism that is in line with the actual situation of our school, and mobilize the enthusiasm of the faculty.
Second, the principle of distribution
1. Implement the principle of distribution according to work, giving priority to efficiency and giving consideration to fairness. Assess teachers' workload, job responsibilities and work performance, appropriately widen the distribution distance, and tilt towards front-line teachers, backbone teachers and outstanding teachers, fully embodying the distribution principle of more work and more pay.
2. Overall consideration of the performance-based salary distribution relationship of all kinds of personnel in the school, scientific arrangement, and construction of distribution incentive mechanism in line with the actual situation of our school.
3. Adhere to the principle of "openness, fairness and justice". The whole process of performance pay assessment and distribution is open, so as to achieve fairness and justice, ensure stability and build a harmonious campus.
Third, the leading body.
The school has set up a leading group for performance pay distribution, which is composed of school leaders, middle-level cadres, trade unions and other teachers' representatives. It is responsible for the assessment of teachers' workload, management responsibilities and work performance, as well as the distribution, distribution and interpretation of performance pay, so as to ensure the fair and just distribution of performance pay.
Fourth, assign goals.
Our school is recruiting in-service teachers.
Verb (abbreviation of verb) salary composition
According to the current relevant policies, teachers have increased the monthly salary subsidy in 400 yuan as performance pay. It consists of three parts: workload (task) subsidy, management post (responsibility) subsidy and performance reward. Among them, workload subsidy accounts for 60%, management post (responsibility) subsidy accounts for 20%, and performance reward accounts for 20%.
Allocation quota and method of intransitive verbs
(1) Allocation of workload (task) subsidy: The total amount of the project is: 400 yuan × number of people ×60%×6 months.
1. Attendance allowance: the daily sign-in system shall be implemented, and those who leave Man Qin shall be given a monthly allowance of 80 yuan/person. 5 yuan will be deducted for arriving late and leaving early, 5 yuan and 10 yuan will be deducted for sick leave and personal leave (except legal holidays), and 20 yuan will be deducted for absence from class; Activities stipulated by the school (political and professional study, school meetings, teaching and research groups, teaching and research activities and other collective activities, etc.). ), 5 yuan will be deducted for arriving late and leaving early, and 5 yuan will be deducted for sick leave. For each absence 1 time 10 yuan; If the guide is late or leaves early (including those who are on duty but not on duty), 20 yuan will be deducted once, 20 yuan will be deducted once for leave, and 50 yuan will be deducted for one day's absence, and he will take full responsibility for the post on that day (calculated twice in the afternoon and afternoon). Above until the attendance allowance of this month is deducted.
2. Class subsidy amount:
First, the workload of teachers:
(1) Standard teaching hours per week for full-time teachers: The full workload is that they are willing to accept the education and teaching work arranged by the school.
(2) The teaching hours of the school leaders are not less than 4, the deputy school leaders are not less than 6, the middle-level cadres of the central school are not less than 8, and the primary school principals are not less than 10, which is a full workload.
(3) Kindergarten teachers teach for half a day as working days, full-time teachers teach for not less than 5 working days per week, the director of the central campus teaches for not less than 2 working days per week, and the deputy director teaches for not less than 3 working days per week.
B full workload subsidy: full workload monthly subsidy 100 yuan/person. Overtime and insufficient class hours shall be supplemented or deducted by each school according to the class size and the specific situation of the school, but the monthly supplementary or deduction amount shall not exceed 30 yuan.
3. Overtime allowance: (60 yuan per person per month)
(1) Holiday duty subsidy: the school holiday duty personnel subsidize 30 yuan every day.
(2) Holiday overtime allowance: 40 yuan will be subsidized if he works overtime on business during holidays.
(3) Public compensation: Public compensation is provided for each shift 10 yuan, and the guidance office will arrange public compensation.
(4) Teacher's New Year's Eve subsidy (as a Chinese or math subject) or class subsidy: 40 yuan is subsidized per person per month. At that time, students were taught in two classes (Chinese and Mathematics), and each student was subsidized by 40 yuan every month. English teachers enjoy a new year's teaching subsidy (40 yuan per person per month).
(II) Management post subsidy: The total project amount is: 400 yuan × number of people ×20%×6 months.
1. Subsidies for the head teacher and the section chief: the head teacher subsidizes 80 yuan and the section chief subsidizes 40 yuan every month.
2. 80 yuan every month after the primary school teaching director.
3. Subsidies for middle-level and above managers and principals in central schools: 80 yuan per person per month.
4. The director of the women workers, the counselor of the Young Pioneers Brigade, the accountant, the safety commissioner, the warehousing, purchasing and librarian are in 40 yuan every month.
5. Subsidies for persons holding multiple positions can be accumulated, but the total amount of subsidies shall not exceed 120 yuan.
(III) Distribution of performance award: The total amount of the project is: 400 yuan × number of people ×20%×6 months.
1, Education and Teaching Routine Award: Quantitative comprehensive evaluation based on teachers' education and teaching routines (classroom teaching, lesson plans, homework, class teacher's work manual, etc.). ) First prize, second prize, third prize and 200 yuan are awarded each semester. (If one routine job is not completed, the project reward will be cancelled. )
2. Teaching Quality Excellence Award: According to the results of the language quality test in the jurisdiction at the end of the term, two first prizes, three second prizes and four third prizes were awarded to 250 yuan, 200 yuan and 150 yuan respectively. In addition, those who improve the ranking will be rewarded with 20 yuan for each ranking. According to the comprehensive evaluation of teaching classes (the sum of all teaching classes is divided by the number of teaching classes, and the one with less scores is the best), the first prize 1 name, the second prize 1 name, and the third prize are 2, and the bonus is the same as the number of languages, and there is no ranking improvement award.
3, teaching and scientific research achievement award:
(1) Public observation and teaching: each prize at the school level is 100 yuan, each prize at the teaching and research film level is 200 yuan, and each prize at the municipal level is 300 yuan.
(2) All kinds of papers (selected by the Central School) won the first prizes of Fuqing City, Fuzhou City, provincial level and above, and were awarded to the first author 100 yuan, 150 yuan and 200 yuan respectively; Won the second and third prizes, each with decreasing 20 yuan. (The above awards are subject to the award certificate. If you don't win the prize when you enter the establishment, you won't be rewarded. ) published in the CN journal, according to the first prize of Fuqing City, there is only one highest prize for the same article. The total reward for teachers' personal papers in one academic year shall not exceed that of 200 yuan.
4. Class Management Award: At the end of the semester, the school will reward civilized classes, which shall not exceed 40% of the total number of classes in the school. The head teacher will reward 80 yuan and the deputy head teacher 40 yuan.
5. Competition Guidance Award: The school organizes students to participate in the knowledge or skill competition organized by the central school. The first prize is awarded to the instructor 30 yuan, and the second and third prizes are reduced by 10 yuan; The school organizes students to participate in knowledge or skill competitions in Fuqing City, Fuzhou City and above the provincial level. The first prize was awarded to the instructor 100 yuan, 150 yuan and 200 yuan respectively, and the second and third prizes were reduced by 20 yuan. All interest groups in quality education won the first prize in the urban competition, and each team rewarded the instructor (or coach) 100 yuan; Second prize 70 yuan; Third prize 40 yuan. 50 yuan is added to each level of competition. 6. The administrators of the central school and the principals of the primary schools enjoy general enjoyment, but they have neither.
(four) the performance salary of the central school administrators and primary school principals shall not exceed that of 400 yuan in principle, but it does not include holiday duty and overtime allowance.
(5) In principle, the performance pay for statutory maternity leave is paid to 200 yuan every month (calculated as 5 months, and the other month is paid according to the treatment of on-the-job teachers in winter and summer vacations).
(6) Performance pay is publicized in the current month and paid cumulatively at the end of the period. In the above total amount, if there is any surplus, it will be divided equally by in-service teachers at the end of the period; If the total amount of the above-mentioned major items is insufficient, the overall arrangement or monthly reduction shall be made according to the proportion of in-service teachers.
Seven, other specific matters
1. Objects not participating in performance pay distribution
According to Article 15 and Article 16 of Chapter 5 of the Employment Contract of Public Institutions in Fujian Province, the object of "Party A unilaterally terminates the employment contract at any time" is that it deliberately fails to complete the education and teaching tasks; Serious violation of teachers' morality; Continuous absenteeism exceeds 10 working days; Going abroad without authorization or failing to return within the time limit; Serious violations of discipline such as dereliction of duty are investigated for criminal responsibility according to law; Unable to do the job, and still unable to do the job after adjustment or training; And those who do not participate in the annual assessment or who are determined to be unqualified in the annual assessment.
2. Participants of performance pay will be cancelled in the current month.
According to the provisions of Zheng Rong [2000] No.58 of the Municipal Personnel Bureau and Finance Bureau on "withholding the attendance prize object of the current month", that is, absenteeism accumulated for more than three days every month; Sick leave reaches or exceeds 15 days per month (except statutory leave), and other circumstances in which both parties agree in the employment contract that the attendance award of the current month can be deducted.
3, the organization selected temporary, teaching or learning personnel, according to the relevant provisions to complete the task, according to the total workload calculation. The attendance and performance of these personnel are provided by the attachment units, teaching schools and training schools, and assessed by the original units.
Eight. Related requirements
(1) Each school should set up a leading group for performance pay distribution, which is composed of school leaders and teachers' representatives, and is responsible for the assessment of teachers' workload, management responsibilities and work performance, as well as the issuance, distribution and explanation of performance pay, so as to ensure the fairness and justice of performance pay distribution.
(2) In addition to the performance pay stipulated in this implementation plan, the school shall not use any account and any funds to distribute various subsidies, bonuses and objects in any name and in any form. In violation of the provisions, illegal funds will be confiscated and turned over to the treasury, and the responsibility of the responsible person will be investigated.
(3) Schools should strengthen leadership, raise awareness, work creatively, adhere to the Scientific Outlook on Development, correctly handle the relationship between reform, development and stability, and actively and steadily reform the distribution system.
School Performance Salary Distribution Scheme (II)
In order to establish an internal distribution mechanism that conforms to the requirements of performance pay reform in public institutions and the actual situation of schools, more effectively mobilize the enthusiasm of teaching staff, and promote the healthy and rapid development of schools and the overall improvement of education and teaching, this scheme is formulated according to the spirit of the Notice of Chengdu Human Resources and Social Security Bureau and Chengdu Finance Bureau on Forwarding the Opinions of Sichuan Provincial Finance Department of Sichuan Provincial Department of Human Resources and Social Security on Printing and Distributing the Implementation Opinions of Performance Pay in Other Institutions in Sichuan Province (Cheng She Fa [20xx] No.45).
I. Guiding ideology and principles
The implementation of performance pay, adhere to the guiding ideology of giving priority to efficiency, paying attention to fairness, paying according to work, rewarding the excellent and punishing the poor. The assessment work is transparent and fair, which strengthens the professionalism and sense of responsibility of the staff. Improve the efficiency of the whole school and enhance the vitality of the school.
(a) adhere to the principle of responsibility, right and benefit.
Employees' income is linked to job responsibilities, job performance and actual contribution.
(two) adhere to the principle of highlighting the front line and highlighting the key points.
The distribution is inclined to front-line and high-level talents and outstanding contributors, and the incentive mechanism is strengthened.
(three) adhere to the principle of living within our means and comprehensive balance.
According to the financial resources of the school, the performance salary standard is determined, so that the income of faculty and staff is linked to the development of the school, the quality of education and the benefit of running a school.
Second, the scope and time of implementation.
The implementation scope of performance pay is: faculty and staff in school and those who are about to leave their posts and retire.
The time for cashing performance pay shall be subject to the official notice of the municipal personnel department.
Third, the classification and proportion of performance pay.
Performance pay is divided into basic performance pay and incentive performance pay, each accounting for 50% of the total performance pay.
Fourth, the implementation measures
(1) basic performance pay.
Basic performance pay accounts for 50% of the total performance pay. The post coefficient of professional and technical personnel, managers and workers shall be implemented according to the current bonus coefficient standard of the school. The basic performance salary base is determined according to the financial situation of the school and reported to the higher authorities for record and approval.
Teaching staff should conscientiously perform their duties, complete all the work according to the basic workload stipulated by the school, and pay basic performance pay on a monthly basis.
(2) Incentive performance pay.
Incentive performance pay accounts for 50% of the total performance pay. It mainly includes overtime allowance, outstanding contribution award, annual assessment award, policy award, education and scientific research project award, class teacher allowance, communication fee, transportation fee, food fee, one-time award, etc. , and according to the staff performance appraisal results for distribution.
1, overtime allowance. Overtime allowance is paid to teachers who work overtime, teachers who work part-time, administrators who work part-time and teaching staff who work overtime. According to the "Chengdu Industrial Vocational and Technical School overload subsidy calculation and payment methods" implementation.
2. Outstanding contribution award. Give outstanding contributions to the departments or departments that have made outstanding contributions. Combined with the total salary of performance bonus, the school decides the payment standard and scope.
3, the faculty annual assessment awards. The staff and workers complete the annual objectives and tasks, and issue annual assessment awards after assessment. School-level cadres are assessed according to the requirements of the Municipal Education Bureau. Middle-level cadres are assessed according to the annual assessment method of middle-level cadres in Chengdu Industrial Vocational and Technical School, and other teaching staff are comprehensively assessed according to the annual assessment method of teachers in Chengdu Industrial Vocational and Technical School and the annual assessment method of non-teaching staff in Chengdu Industrial Vocational and Technical School, and the assessment results are calculated. Combined with the total salary of performance bonus, the school will decide the payment standard.
4. Policy incentives. The school won various honorary titles at all levels of the country, province and city (district) and will be rewarded according to the policy.
5. Educational and scientific research project award. The departments or faculty members who have made outstanding achievements in educational and scientific research projects shall be awarded the educational and scientific research project award. According to the "Chengdu industrial vocational and technical school education, scientific research achievements incentives" plan hair.
6. Class teacher allowance. Teachers who work as class teachers plan to pay the allowance for class teachers. According to the "Chengdu Industrial Vocational and Technical School Teacher Assessment Method".
7. Communication expenses, transportation expenses and meals. Pay for communication, transportation and meals according to the needs of work. According to the existing regulations of the school.
8. One-time reward. A one-time reward other than the above-mentioned reward. The standard and scope of distribution are determined by school research.
Verb (abbreviation of verb) scheme implementation
This plan was discussed and approved by the school teachers' congress, and implemented after being reported to the higher authorities for record and approval.
The school formulates corresponding supporting implementation rules according to this plan.
Explanation of intransitive verb scheme
This scheme is explained by the school performance pay leading group office.