Nanchang： unifying the staffing standards of urban and rural primary and secondary schools in the city

　　The reporter learned from Nanchang Education Bureau yesterday that in order to speed up the comprehensive reform in the city’s education field, further optimize the allocation of teachers’ resources in primary and secondary schools in the city, and effectively improve the efficiency of the staffing and use of teachers in primary and secondary schools, Nanchang City has recently issued the Opinions on Optimizing the Allocation of Teachers’ Resources in Primary and Secondary Schools in the City to Promote the Reform of School Management and Employment in Teachers’ Cities (Counties, Districts) (hereinafter referred to as the Opinions), which takes the education that people are satisfied with as the starting point and the end result of the reform, and is problem-oriented, responding to social concerns and.

　　Unify the staffing standards of urban and rural primary and secondary schools in the city.

　　The "Opinions" pointed out that the scope of implementation is the in-service teachers of primary and secondary schools affiliated to the education departments at all levels in the city (including teachers in the compilation and employed teachers who occupy the number of employed teachers, hereinafter referred to as "primary and secondary school teachers").

　　Unify the staffing standards of urban and rural primary and secondary schools in the city, and gradually establish a "total control, dynamic regulation" mechanism for the staffing of primary and secondary schools in the county according to the principle of "total control, overall planning of urban and rural areas, structural adjustment, increase and decrease". 　 　

　　The preparation department will, jointly with the education authorities, regularly verify the preparation of primary and secondary schools according to the changes of students and the needs of education and teaching reform. For small villages and teaching points with small students, the establishment shall be approved according to the combination of the ratio of teaching staff to students and the ratio of teaching staff to classes. After approval, in principle, it will be approved once every three years, and it will be adjusted in time according to the needs of educational development. If the scale of students or new teaching outlets change greatly, an adjustment plan can be put forward in time.

　　Our city will gradually cancel the management mode of teachers’ original school registration.

　　According to the requirements, primary and secondary school teachers and education authorities should establish personnel relations in a unified way, register and put on record according to the categories of real-name registration system’s establishment management and employment control number management, and their identities should be managed by the education authorities of cities and counties (districts) in a unified way, and gradually abolish the management mode of teachers’ original school membership and change "unit person" into "system person".

　　Unify the deployment of primary and secondary school teachers and optimize the structure of primary and secondary school teachers. In accordance with the principle of "county (district) as the main management", within the scope of staffing and the total number of posts, the education administrative department at the same level is responsible for the unified deployment of primary and secondary school teachers, and puts forward the staffing adjustment, teacher exchange and personnel deployment plan, which will be jointly approved by the staffing, people’s society and the financial department and then organized and implemented. Primary and secondary schools put forward a teacher demand plan according to the scale of running a school and the actual needs of education and teaching, and report it to the education, people’s society and the establishment department at the same level for approval to ensure the overall balance of full-time teachers.

　　School surplus teachers can be appointed to communicate to.

　　Teaching in schools where teachers are in short supply.

　　For the in-service teachers under the real-name system management, each school will report the post requirements and on-the-job teaching staff of the school to the competent education department according to the preparation calculation method in the school year, and the report will be calculated and approved by the competent education department. Under the guidance of the competent department of education, the surplus teachers in the school will be assigned by the school in full rotation to teach in schools with shortage of teachers. In principle, three years will be a cycle, and the establishment and personnel relations will remain unchanged. Among them, those who will retire within five years, those who are pregnant and lactating, those who are seriously ill and those who have been approved by the education authorities should generally be renewed in the original employment school.

　　Teachers who occupy the control number of employed teachers, the establishment and personnel relations are uniformly managed by the education authorities at the same level, and the education authorities are uniformly appointed to teach in schools with shortage of teachers according to the disciplines and quantity of teachers in each school. According to the calculation of the staffing standards of primary and secondary school teachers, when the school teachers are surplus, the education authorities will give priority to the personnel who occupy the control number of hired teachers and send them back separately.

　　The employment contract can be terminated if the examination fails for two consecutive years.

　　In accordance with the principle of separation of management, evaluation and management, we will establish and improve the assessment and supervision mechanism for primary and secondary schools, continuously improve working methods, and explore the introduction of third-party professional evaluation institutions to implement assessment and evaluation methods. Strengthen the assessment of teachers’ morality and business, implement the one-vote veto system of teachers’ morality, and severely deal with those who have serious unethical behavior and have a bad influence according to relevant regulations until they are expelled and disqualified.

　　For teachers who are not qualified for teaching, according to the principle of "old system for the elderly and new methods for newcomers", the unit that manages the real-name system arranges on-the-job study and on-the-job training; Teachers who occupy the control number of employed teachers shall be arranged by the competent education department for on-the-job study and on-job training. The time for on-the-job study and on-the-job training is no more than 12 months, and the salary is only paid according to the basic salary and basic performance.

　　For teachers who fail to pass the examination and do not agree to adjust their posts after the expiration of on-the-job study and on-the-job training, or who fail to pass the annual examination for two consecutive years, the school may terminate the employment contract by giving a written notice 30 days in advance after reporting to the teacher management department for approval.

　　Nanchang Evening News All-Media Reporter Nie Junpeng