District teacher training schools, middle schools, central primary schools and primary and secondary schools directly under the district:

In order to deepen the educational reform, introduce the competition mechanism, enhance the vitality of education, comprehensively improve the level of school education and teaching management, and explore new ideas, mechanisms and methods to promote the rapid and healthy development of basic education in our region. After research, it is decided to select middle-level cadres in primary and secondary schools in the whole region through competitive recruitment, and this plan is specially formulated.

I. Scope of implementation

Primary and secondary schools in the whole region (except * * middle school, * * experimental school, * * town and primary and secondary schools under the jurisdiction of * * town), see Annex 1 for the specific number of competitive positions.

Second, the competition object and qualification conditions

(1) Competitive candidates

Our school is training excellent in-service teachers.

(2) Qualification

1. Basic conditions:

Good ideology and politics, love education;

Strong ability of education and teaching management and organization and coordination;

Have the spirit of reform and innovation and the spirit of unity and cooperation;

Abide by the law, be honest and self-disciplined, have a decent style, set an example, and be healthy physically and mentally.

2. Basic qualifications:

(1) Having been engaged in teaching for 5 years or more, having the qualifications of teachers with corresponding years and having obtained the professional and technical positions of secondary school teachers and above.

② Middle schools should have a bachelor's degree or above, and primary schools should have a college degree or above. Male is 45 years old and below (born after 1 972 August 1), and female is 42 years old and below (born after1975 August1), and all of them have passed the annual assessment in recent 3 years. The current middle-level cadres in the school are not subject to age restrictions.

(3) In the next semester of the * * * * academic year, the final exam scores of any subject should be in the top 50% of similar schools in the whole region, and the skilled teachers should be rewarded at the subject level and above in the * * * * academic year.

Three. Registration and qualification examination

1. Publicity and release

Each school held a mobilization meeting to unify thoughts, raise awareness and widely publicize the purpose and significance of the competition.

2. Registration time: August 14, * *

Registration place: school

3. Registration qualification examination: The school is responsible for examining the materials of the applicants, and the participants submit the following materials:

① 1 application form (Annex 2).

(2) ID card, graduation certificate, teacher qualification certificate, annual assessment certificate, award-winning certificate at district level and above, original and photocopy of employment documents 1 copy. Copies must be audited, signed and stamped with the official seal of the school by the designated personnel of the school.

4. Publicize the applicants who meet the competition conditions in the whole school.

5. The application materials shall be kept by the school for future reference.

Four. Competitive recruitment procedure

1. Time: * * August 18.

Location: School

2. Democratic evaluation (100)

In * * in xinluo district, the leading group for middle-level cadres in primary and secondary schools organized all the teaching staff to compete in accordance with the affiliated schools.

(1) The faculty of the whole school participated in the personnel democracy evaluation competition. The score is included in the total score at the rate of 50%.

(2) The school secretary and vice-principal conduct democratic evaluation on the participants. The score is included in the total score at the rate of 30%.

(3) The client evaluates the personnel participating in the competition. The score is included in the total score according to the proportion of 20%.

3. Employment methods

1. According to the total evaluation score from high to low, the personnel to be hired are determined according to the ratio of 1: 1. After publicity according to the procedures, the school will employ them and report them to the Personnel Unit of the District Education Bureau for the record.

2. If there is a vacancy, the school will inspect the suitable candidate separately and go through the appointment procedures according to the relevant regulations.

3. The employment period is three years, and those who pass the examination can be re-elected. Those who fail to pass the examination will be dismissed at any time, and their vacant positions will be openly contested by the school or appointed to inspect suitable candidates.

4. If the former middle-level cadres in primary and secondary schools are unsuccessful in this competition, they will be automatically transferred from their current posts and assume the workload of education and teaching as ordinary teachers.

Verb (abbreviation of verb) organizational structure

For the smooth implementation of the competition, the "Leading Group for the Competition of Middle-level Cadres in Primary and Secondary Schools in xinluo district" was established.

(Part II)

In order to further promote the development of the school, establish a team of middle-level cadres who are hardworking, willing to work, trusted by the masses, have high political and management qualities, and embody the employment mechanism of systematic management and competitive selection. After full investigation and demonstration by the school, it is decided to adjust the current establishment of middle-level institutions, conduct a new round of open selection of middle-level cadres, and compete for a new session of middle-level cadres. According to the Interim Measures for the Management of the Selection and Appointment of Middle-level Cadres in Primary Schools (Units) in Qixia District Education System and the relevant personnel system reform plan, this implementation plan is formulated in accordance with the principles of openness, equality, competition and merit-based.

I. Organizational leadership

Under the guidance and supervision of the Education Bureau, it is organized and implemented by the school party branch and the principal's office.

Team leader: Geng Changming

Deputy Team Leaders: Xu Xiang and Zhao Nengjun.

Second, the principle of appointment

Conscientiously implement the principle of the Party governing cadres, appointing people on their merits and having both ability and political integrity, adhere to the principle of being recognized by the masses and paying attention to performance and ability, and adhere to the principles of openness, equality, competition, merit-based and democratic centralism. At the same time, reserve an echelon for the sustainable development of the school and the establishment of a reasonably structured cadre team.

Third, open competition for posts and positions.

According to the existing scale of the school, the school has academic affairs office, moral education office, general affairs office, teaching department, office and other institutions. The specific positions are as follows:

1. Director of Academic Affairs Office1;

2. 1 director of moral education department;

3. 1 director of teaching department;

4. 1 director of the comprehensive office;

5. 1 personnel secretary (chief of staff).

Four, open competition for middle-level cadres have the conditions:

1. Strong political and ideological quality, honesty and self-discipline, dedication, hard-working spirit and service consciousness.

2. Be able to work closely around the requirements of the principal's office, adhere to principles, be good at thinking, be diligent in practice, and dare to manage.

3. Have a sense of the overall situation, be good at cooperation, have good coordination ability and teamwork spirit.

4. Have the corresponding professional knowledge of management work, be recognized as the backbone of education, teaching or service, have strong organizational and management skills, and be competent for competitive positions.

5. In principle, the post of director should have more work experience such as middle-level cadres, group leaders, grade leaders, teaching and research leaders and lesson preparation leaders.

6. In principle, the age of the post of director is 50 years old for men and 45 years old for women, and they are in good physical and mental health (especially excellent, and the age of those highly recognized by schools and the masses can be relaxed).

Verb (abbreviation of verb) competitive recruitment procedure:

1. Find a way

According to the present situation of middle-level posts in our school, the school studies and puts forward a competitive employment work plan, which is decided by the school party branch and the principal's office meeting, solicited opinions from the masses, and organized and implemented after being approved by the district education bureau.

Step 2 release the plan

Hold a meeting of all the teachers to announce the plan.

3. Open registration

Take a combination of personal recommendation, mass recommendation and organizational recommendation to encourage qualified personnel to participate in the competition. The bidder shall submit a written application to the leading review team.

4. Qualification examination

According to the requirements of competitive posts, the evaluation team will examine the qualifications of the candidates, determine the candidates for competitive posts, and publish the list.

5. Democratic evaluation

Those who pass the qualification examination will be arranged by the school to give a speech at the staff congress, including personal introduction, competitive purpose, competitive advantage, working ideas, etc., and then democratic evaluation will be carried out, and the number of respondents will be determined according to the total number of posts not exceeding one to three.

answer

The leading evaluation team will answer and evaluate the candidates' political literacy, organizational management and coordination ability.

7. Decide on appointment

After comprehensive evaluation of the candidate's moral and political integrity, work performance, ideological style and work ability, the candidate is determined and publicized for 7 days. After publicity, the appointment shall be decided by the school-level party and government meeting and reported to the Education Bureau for the record.

Seven, management and treatment:

1. The employment procedures shall be handled by the school according to the management authority, and the employment period shall be three years, that is, from August * * to August 2020.

2. The school will manage the competitive employees according to the management authority of the new post and enjoy the corresponding treatment.

In this competition, the principal's office will decide the final position according to the actual number of applicants and the middle-level positions in the school.

4. Strengthen the assessment of appointed personnel, once a year in principle, and dismiss those who are incompetent or lack execution in their usual work and seriously dereliction of duty.

5. After the expiration of the first phase of employment, they will no longer enjoy the corresponding treatment, and all the middle-level positions will be reorganized to compete for posts.

Eight, time schedule:

1. Registration deadline: June 30th, * *.

2. Date of speech defense and time of public comment: August 10, * *.

3. Publicity and appointment time * * in the middle and late August.

(3)

In order to deepen the reform of the cadre personnel system in our school and further strengthen the construction of middle-level cadres, the school decided to carry out the competition for middle-level cadres. Combined with the actual situation of the school, this implementation plan is formulated.

First, the number of competitive positions.

According to the actual situation of the school, there are two people competing for this position, both of whom are deputy directors.

Second, the principle of competition

1. The principle of combining democracy with centralism.

2. The principle of meritocracy and having both ability and political integrity.

3. The principle of recognition by the masses and focusing on performance.

4. The principle of openness, fairness and merit.

Third, competitive conditions.

(1) basic conditions

1. progressive thinking and strong sense of responsibility;

Moral integrity, integrity.

2. Adhere to principles and be pragmatic and willing to work;

Take the overall situation into consideration and be good at cooperation.

3. Outstanding achievements in education and teaching, with certain written and oral expression ability.

4. Physical and mental health, full of energy, capable of heavy work tasks.

(2) Qualification

1. The in-service teachers in the school are under 38 years old (198 1 year 1 days later).

2. Have a bachelor's degree or above and more than 5 years of work experience.

Four. Competitive recruitment procedures and methods

1. Open registration.

Registration time: before August 22nd 15:00.

Registration method: download the registration form from the internet, fill it out and send it to the office email: 28129 14570@qq.com.

2. Competing for candidates to deliver speeches. Candidates will give a speech on their basic situation, work advantages and future work ideas for no more than 8 minutes. On the morning of August 23, the school held an open competition to organize judges to score. The judges are composed of all the representatives of the teachers' congress, middle-level cadres, teaching and research leaders and grade leaders.

3. Determine the object. According to the results of various inspections, the party Committee will discuss and determine the candidates to be hired and publicize them (the publicity time is not less than 3 working days).

Verb (abbreviation of verb) implementation requirements

1. Serious discipline. Competing personnel must conscientiously perform their duties, be objective and fair, and shall not engage in malpractices for personal gain. If violations of law and discipline are found, they will be dealt with seriously;

Participants must compete for posts in accordance with the regulations, and may not pull relationships or entrust relationships. Otherwise, once verified, the qualification will be cancelled immediately.

Members of the leading group for competitive recruitment and those who have immediate family members to participate in post competition must be avoided. Members of the Disciplinary Committee of the Party Committee conduct discipline inspection and supervision throughout the process. Supervisory telephone number (number)

(Chapter IV)

First, the guiding ideology:

In order to deepen the reform of the personnel system of school cadres, broaden the channels for selecting and employing people, introduce the competitive incentive mechanism into the personnel management of schools, and build a contingent of high-quality education cadres, these measures are formulated according to the relevant provisions of the Interim Measures for Competition for Posts in Institutions in * * Province issued by the Organization Department of jiangsu provincial party committee and the Provincial Personnel Department. Referring to the Interim Measures for Middle-level Cadres in the Organization Department of Changshu Municipal Committee and the spirit of documentNo. [2002]2 1 of Changshu Municipal Education Bureau, combined with the actual situation of our school,

Second, the implementation points:

1, the application of these measures:

According to the relevant provisions of No.30 [2000] document on the establishment of school institutions and the number of leadership positions, under any of the following circumstances, the above positions in the school must be openly competitive in accordance with these measures:

(1), vacancy or new position;

(two) the middle-level institutions need to be adjusted or reorganized, or the existing staff exceeds the quota of posts and needs to be adjusted or diverted;

(3) The term of office expires.

(4). Others need to compete for posts.

2, the implementation principle:

(1) To compete for posts, we must implement the policy of "four modernizations" for cadres and adhere to the principles of having both ability and political integrity, being recognized by the masses and paying attention to performance;

(2) Competition for posts should adhere to the principles of openness, rationality, optimization and merit selection;

(3) Competition for posts should be based on the principle of streamlining and high efficiency.

3. Entry conditions:

The basic conditions for participating in the competition are:

(1) The political quality and professional ethics that educators should possess;

(2) academic qualifications, qualifications and professional knowledge specified in management positions;

(3) the ability to compete for employment;

(4) good health.

The qualifications for participating in the competition are:

(1), with the qualifications stipulated by the middle school;

(2), the age of men is not more than 45 years old, and women are not more than 40 years old.

(3) Have other qualifications stipulated in the competition post.

4. Organization and leadership of competitive recruitment:

(1), according to the cadre management authority, the competition for middle-level cadres in schools should be organized and implemented under the guidance and supervision of the Municipal Education Bureau and the leadership of the principal.

(2) The school should set up a competitive appraisal team according to the actual situation of competitive employment, which is responsible for qualification examination, speech defense scoring and organization inspection.

(3) The appraisal team is nominated by the school and produced by the teachers' congress. The evaluation team is generally composed of nine people, including the school principal, vice principal, principal, deputy secretary, trade union chairman, representatives of democratic parties, middle-level representatives, and representatives of the presidium of the teachers' congress. Among them, the proportion of representatives of the masses is not less than one-third of the total number of appraisal teams (contestants cannot participate), and the appraisal team is headed by the principal.

5. Competitive working procedures:

(1), make a plan: the school should study and put forward the work plan of competitive employment according to the actual situation of the school. The work plan is approved by the school leaders and organized and implemented after soliciting the opinions of the teachers' congress.

(2) Announcement scheme: The school should announce the competitive leading group, appraisal group, competitive positions, qualification conditions, methods and steps in advance through various forms.

(3) Open registration: Encourage qualified personnel to participate in the competition by self-recommendation, and each person shall register for no more than 1 position.

(4) Qualification examination: According to the conditions of competitive posts, the evaluation team will examine the qualifications of the applicants and report to the school leadership for collective research to determine the candidates for competitive posts. In principle, the number of candidates should be more than the number of positions.

(5) Speech defense: Those who have passed the qualification examination will be arranged by the school to give a speech at the staff congress and make on-site defense on related issues.

(6), democratic evaluation: according to the competitive personnel's speech defense, combined with the usual performance, democratic evaluation by all staff representatives, the evaluation results should be reported to the evaluation team before discussion and voting, and the evaluation team should fully listen to the opinions of the masses.

(VII) Democratic appraisal: According to the speeches of the competitive personnel and the results of democratic appraisal, the democratic appraisal team will conduct democratic appraisal and vote by secret ballot. The voting results shall be reported to the workers' congress on the spot.

(8) Deciding on appointment: school leaders should publicize the voting results of the appraisal group for one week after the teachers' congress. After publicity, the appointment is decided by the school party and government meeting.

6. Management and treatment:

(1), the hiring personnel shall go through the hiring procedures according to the school management authority, and the hiring personnel shall be managed according to the new post management authority, and the hiring personnel shall enjoy corresponding treatment.

(2) In the competition, some people who have both ability and political integrity, but can't take up their posts due to the limitation of the number of posts, should be listed as reserve cadres for training.

(3), the school middle-level cadres competition scheme and competition results should be promptly reported to the personnel department of the Municipal Education Bureau for the record.

The right to interpret these measures belongs to the school administrative department.

(Chapter 5)

First, the qualifications of middle-level cadres in schools.

1. Have a correct outlook on education, talents and pioneering spirit, and be honest.

2. Have strong organization, management and coordination skills, be good at uniting comrades and have a good mass base.

3. With a strong sense of professionalism and responsibility, he is the backbone of education, teaching and scientific research, and his work performance is outstanding.

4. Junior high schools and primary schools must have a bachelor's degree or above (the post of primary school logistics can be relaxed to a junior college degree), and kindergartens must have a junior college degree or above;

The average age is under 35 years old, among which the proportion of 40 years old and above in the total number of junior middle-level cadres is not more than 30% in principle, and the proportion of 30 years old and below is not less than10% in principle;

The proportion of middle-level cadres aged 35 and above in primary schools and kindergartens shall not exceed 40% in principle.

5. Working experience in rural schools or two or more schools is preferred.

Second, the school middle-level institutions and post allocation

1. Junior middle schools generally have guidance offices and general affairs rooms, and schools with more than 20 classes can add moral education rooms and offices. Each functional institution can be equipped with an average of 2-3 people, and those with affiliated sports schools can have guidance offices and training offices, and each functional institution can be equipped with an average of 1-2 people.

2. Primary schools generally have guidance offices, general affairs offices and brigade departments. Schools with more than 20 classes have additional offices, and all functional institutions are equipped with 1-2 people. Schools with 40 classes or above 1 person.

3. Kindergartens generally have a teaching department and a general affairs department. Class 9 and below kindergartens, employees of various functional institutions 1 person. Kindergarten teaching departments with more than 9 classes can have 1-2 employees.

4. According to the existing school scale and management requirements, the Education Group may appropriately increase the number of middle-level positions with the approval of the Personnel Section of the Bureau.

If the school really needs to set up another middle-level organization due to career development, it must be reported to the Personnel Department of the Bureau for approval, but the middle-level cadres shall not exceed the total number of positions.

School mass organizations are established according to the relevant articles of association, and are generally not equipped with full-time staff.

Three, the school middle-level cadres selection and appointment procedures and methods.

1. In principle, the new middle-level cadres in the school are required to be produced through open competition and organized and implemented by the school.

2. Middle-level cadres generally compete openly among the teaching staff in our school, and teachers who participate in full-time exchanges can participate in open competition in their current work units.

3. Middle-level cadres implement tenure system. Every meeting

The term of office is 3 years, and the same post can be re-elected, but generally it shall not exceed two terms.

4. The implementation procedures of the school middle-level cadres' open competition for posts:

(1) Make a plan. Middle-level cadres should be openly recruited, and schools should formulate corresponding plans, including organization and leadership, competitive principles, competitive positions, competitive conditions, job responsibilities, methods and procedures, etc. The plan must be reviewed and approved by the school teachers' congress, and organized and implemented after being approved by the Education Bureau.

(2) Publicity. Announce the middle-level positions, responsibilities and qualifications to all faculty members.

(3) open registration. Generally, people who meet the requirements of post competition can recommend themselves, and each person can recommend 1-2 positions. Registration can also take the form of personal recommendation, mass recommendation and organization recommendation.

(4) qualification examination. The qualification examination shall be conducted by the competition leading group in accordance with the conditions of open competition, and the examination results shall be announced to all the teaching staff. The ratio of the number of competitive candidates to the number of competitive positions shall not be less than 2: 1.

5] Democratic evaluation and examination. The school organizes democratic evaluation and examination of candidates for competitive posts, and fully listens to the opinions of faculty and staff. Those whose dissatisfaction rate exceeds one-third of the number of faculty and staff in the school (park) may not participate in competitive posts.

[6] Speech defense. Competitors can give speeches and defenses within a certain range, and the speeches and defenses can be attended by all the faculty members or some representatives of our school.

(7) publicity before appointment. According to the results of the evaluation, examination and speech defense of the competitive personnel, the competitive leading group will conduct collective research, select the best candidates and make a one-week publicity.

(8) Formal employment: if there is no objection to the publicity, go through the employment procedures according to the prescribed procedures, sign a post contract, and the employment period is three years (including the six-month probation period for new employees), and report to the Personnel Section of the Bureau for the record.

Fourth, management and treatment.

1. Those who are employed through competition shall be managed according to the new post management authority and enjoy corresponding treatment.

2. Recruit new employees through competition, and the probation period is half a year. If the probation period expires and passes the examination, the service time will be counted from the probation period;

Those who fail the examination shall not be employed.

3. The former middle-level cadres in junior high schools, primary schools and kindergartens compete for posts and no longer enjoy the treatment of middle-level cadres.