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How to implement the strategic position of priority development in education in 2022, I think the first thing to bear is the fundamental system of teacher performance salary, which must be absolutely equally maintained with civil servant income. In this article, we will focus on several changes in teacher performance salary income under the influence of my country's primary and secondary school teachers' performance salary system in 2022.
The first trend is that the total salary of teachers' performance wages is rising.
No matter how the average social job wage changes, no matter how the minimum labor wage standard rises, no matter how the average social job wage base changes, in Zhejiang Province's non-private society in 2022, the average job wage base is 122,309 yuan. We can conclude that the standard salary base in government agencies and institutions may be close to 150,000 yuan. By 2021, the average annual income of ordinary high school teachers in Zhejiang Province reached more than 190,000 yuan, close to 200,000 yuan. To sum up, the performance salary of our primary and secondary school teachers has increased rapidly, which has made the growth trend of basic salary and reward salary of teachers' income very obvious. The total performance wages have maintained rapid growth, which is conducive to the coordinated changes in the social status, economic benefits, social reputation and retirement benefits of primary and secondary school teachers in my country, and has made great contributions to improving professional charm.
The second trend is to further optimize the structural proportion of performance wage division.
The traditional performance salary division ratio is based on 70% basic performance. The salary is divided into three-level systems: senior professional title, intermediate professional title, and junior professional title. It is divided into three types: monthly performance salary, annual performance salary and year-end performance salary and annual performance salary. Performance salary is usually divided into 30% ratio. The optimization of the performance salary structure is to improve reward performance. The proportion of 30% salary is 40% reduced, and the proportion of 70% basic performance salary is 60%. Optimizing the performance wage ratio is the second most important reform design for my country's performance wage system reform. This change is mainly based on promotion in some regions and adjustments are made on a small scale. In the long run, from a large scale, 60% and 40% are not suitable for full-scale promotion. The third change of
is that the 30% reward performance salary is more abundant.
In the future, my country's 30% reward performance will be more complete and rich in salary types, including cooling fees, heating fees, holiday fees, basic salary rewards for the 13th month, spiritual civilization of year-end bonuses, group awards, temporary price subsidies, etc., all of which will be included in the total amount of salary for profit performance, which will be conducive to unified management, coordinated management, unified progress, and unified adjustment of reward performance. The total salary reflects my country's good tradition of respecting teachers and valuing education, reflects the increasing status of teachers, and reflects the increasingly standardized management of teacher allowances and subsidies in my country, which will play an important role in improving and promoting the fertility influence of primary and secondary school teachers' professional allowances and subsidies.
The fourth change is that retired teachers refer to 70% of in-service teachers. The retirement living subsidy standards for basic performance wages may usher in new changes.
my country Legal retirement age Men over 60 years old and women over 55 years old can apply for retirement. The living subsidy standards for retired teachers are usually paid according to the standard of 70% of the performance salary of in-service teachers. However, some developed education regions in my country have raised the 70% standard to 80% standard, which is of great significance to the improvement and enrichment of the living subsidy standards for retired teachers. Therefore, the living subsidy standards for retired teachers may usher in new growth and adjustments. The changes in the living subsidy standards for retired teachers reflect the aging society in my country. In terms of the adjustment of retired pension, the care and appropriate preference for the 70-year-old allowances for the elderly are increasingly improved, and caring is the most important manifestation of my country's aging society, respecting the elderly, filial piety and respecting the elderly. The fifth change of
is that performance wages are tilted towards front-line teachers in difficult and remote areas and teachers in rural areas.
With the changes and reform of the performance wage system, it is tilted towards front-line teachers, facing difficult and remote areas, and tilted towards teachers in rural areas. These three tilts have become people's consensus and have become the primary basic principle of the education department when judging the total amount of performance wages. It reflects the basic direction of my country's performance wage adheres to the basic principles and controls the total amount appropriately to special groups. It is becoming clearer and clearer. In rural areas, teachers' wage income and various subsidies are less. Therefore, on the basis of rural teachers' living allowances, on the basis of 30% reward performance wages, the treatment of rural teachers is getting better and better, and teachers in rural areas are becoming more and more stable, which plays an important role in the balanced development of compulsory education teachers and compulsory education. The sixth change of
is the decoupling of the performance salary reward part from the factors of professional titles.
The reward part of performance-based salary is a general consensus, and it is also what everyone expects. The impact of professional titles is understandable, but it is unreasonable to link the reward part of performance-based salary once again. Therefore, from this point of view, resolutely decoupling the reward part of performance-based salary is the most correct choice.
Performance salary is decoupled from its 30% reward performance salary, which can be said to be popular with 100% of front-line teachers in primary and secondary schools. However, this may be because 20% of the teachers with senior professional titles are vested interests, so they also have a lot of complaints about this matter. It is understandable that overall performance, total salary adjustment, and decoupling from professional titles to weaken the influence of senior professional titles is an inevitable trend.
The seventh change is that performance salary is divided into two types: leadership, performance allowance and non-leadership position performance salary.
The most scientific stratification of performance wages should be divided into two types: leadership position allowance, non-leadership position, and front-line teachers' total performance wages. Leadership job allowance is independently separated from the total performance salary fund pool , and the separate issuance of leadership position allowances is conducive to increasing the total amount of the reward part of the performance salary of front-line teachers. More importantly, the performance salary payment standards for leadership positions can be formulated separately, the benefits can be improved uniformly, and the assessment can be increased separately. In this way, the management of leadership positions and non-leadership positions will become scientific, reasonable and standardized. In the long-term development of performance wage system reform, we must adhere to fairness and rationalization, and optimize such trends cannot change. We must stick to the green mountains and not relax, and let the winds of east, west, south and north. The eighth change in
is that my country's performance wage system will face the coexistence of two trends of growth and reduction in the short term.
After December 2021 last year, by March 2022, many local teachers reported that the total performance wages in my country have decreased by a small amount. For example, Shenzhen City, but in this case, I understand that the two changes in the growth and reduction of the performance wage system are normal, because the total performance wages must be adjusted, and adjustment includes growth and reduction to ensure the linkage growth mechanism with civil servants. We say that the linkage growth mechanism does not only mean growth but not decrease. This understanding is one-sided, and it also includes timely and moderate adjustments and reductions. To sum up, teachers' performance wages may show an overall increase, and in some areas, it is more important to show a long-term situation. It is understandable to reduce this situation in a certain year. Overall, teachers' performance wages are within the range of 10,000 to 50,000 yuan each year. Even if the fluctuation is reduced, it will not affect the overall treatment of teachers. The continuous growth trend should improve the treatment of primary and secondary school teachers in my country. The first thing to do is to reform the fairness and rationality of the payment of performance wages. Handle the relationship between performance-based wage reform and professional titles well, encourage more work and more gains, and the better those who are better rewards. This is the vitality of the performance-based wage system.
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