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Why did teachers not receive reward performance wages in some regions in July or August this year? Reward performance wages are performance wages. The proportion of teachers with a greater impact on the overall income of teachers accounts for 30% of the total performance wages, and the total amount of civil servants' salary and performance wages is 30%. The total amount is consistent with the total amount of teachers' performance wages and wages stipulated in Teachers' Law . The most important goal of local civil servants is to regard public teachers in primary and secondary schools as an important symbol for the implementation of the identity of public servants.
The following obvious signals appear in the performance salary of primary and secondary school teachers in 2022.
The first signal is that the total performance wages in some regions show a trend of decreasing.
This incident started in Shenzhen at the end of 2021. In some areas, performance wages have decreased by 10%, 5%, 20%, and 30%, respectively. Different proportions are used to distinguish between performance wages and year-end year-end bonuses. The proportion of teachers' performance salary is reduced from the total amount, with different categories being adjusted and treated with 5,000 yuan, 10,000 yuan and 20,000 yuan. Will it still be emitted if it is reduced? Will the amount of the postponed payment be reissued? It is clear that if it is higher than the civil servant's income, it will no longer be reissue. If it is a delay, the bonuses issued by 2023 will still be paid.
The second signal, performance wages in some regions show the problem of delayed payment.
Performance wage delays are delayed for one year in different proportions, 2021 is delayed to 2022 and 2022 is delayed to 2023. According to the data displayed by economic GDP, after July 2022, my country's economy ushered in a comprehensive recovery and fiscal revenue increased, so bonuses and performance wages will be fully raised and reissued. Therefore, delaying is not the same as not distributing, and reducing distributing requires reissue.
The third signal is that 30% performance wages are still tilted towards rural teachers.
30% performance salary will be fully implemented and tilted towards rural teachers. Rural teacher positions will usher in comprehensive growth in reward performance salary, from senior professional titles to intermediate professional titles, comprehensive standards will be improved. Based on this reason, the comprehensive monthly income and annual salary system of rural teachers have nearly increased in an overall manner, especially the performance salary reward part will receive adjustments and reissues of about 10,000 yuan. The standard of 10,000 yuan is called incremental performance salary, rather than the traditional performance salary reward.
The fourth signal, the performance salary reward part is still tilted towards front-line personnel.
The most important change in performance wages is to tilt towards grassroots personnel to front-line personnel in difficult and remote areas. Of course, front-line teachers are also within the scope of this adjustment of preferential treatment. The emphasis on front-line personnel is getting stronger and stronger. In order to take care of the stability of rural teachers' positions, adjust the optimization of the gender ratio of men and women in rural areas, and balance the structure. Through salary reform, , we will implement the priority development of education, and take the lead in high-quality and efficient development in difficult and remote areas.
The fifth signal is that 30% performance salary is decoupled from professional titles.
The biggest correct choice for decoupling performance salary from professional titles is the trend, because of performance salary. If it is linked to professional titles, 80% of the positions with higher performance salary income in a school will be positions with senior professional titles, which is unfair for 80% of teachers with intermediate and junior professional titles. From a long-term perspective, teachers' reward performance salary must be decoupled from professional titles. According to the original intention of performance salary design, and according to morality, ability, diligence and integrity, it is reasonable for teachers with higher quantification scores to receive higher reward performance salary in five aspects.
The sixth signal is that the performance salary is different from two types: leadership performance and non-leadership position performance.
Performance salary is divided into two types: leadership position and non-leader position, which is conducive to straightening the relationship between allowances and subsidies, adjusting the gap in benefits between leadership position and non-leader position, and streamlining the relationship between 70%, 30% and 30%, and the incremental part is conducive to narrowing the gap in benefits between teachers and civil servants' income. Taking care of 80% of the front line, teachers' salary income is only 20%, and the most important contribution is to pay for the performance of leadership positions.
The seventh signal is that the living subsidy standards for retired teachers will be comprehensively improved. After the implementation of
30% incremental performance wages, the total performance wages of in-service personnel will increase by about 1,000 yuan to 1,500 yuan per month, and the reference standards for the living subsidy standards for retired teachers have also ushered in a comprehensive improvement. The living subsidy for retired teachers is compared with the 70% performance wage standard for in-service personnel. However, the basic part of the performance wage is adjusted by 30%. After the increase, the retirement living subsidy for retired teachers will usher in a growth rate of 30%. If calculated based on the pension of 5,000 yuan, we can receive the reimbursement and increase of retirement living subsidy between 150 yuan and 200 yuan.
The eighth signal is that the pension will be reissued at 4%.
2022 has good news for teachers' pensions, that is, adjustments are made at 4%. This is the 18th consecutive adjustment of pensions, achieving synchronous adjustments between civil servants and teachers, focusing on reissue and recalculating standards for teachers' pensions, implementing the old methods for the elderly, the 10-year transition period compensation mechanism for the middle-aged and the reward mechanism for the new methods for the new. This is the most important merger reform of the dual-track system of pension insurance.
The ninth signal: the teaching experience allowance and the seniority allowance have become the retirement benefits of teachers, accounting for two parts that have increased significantly.
The two most important details of performance salary are: one is the standard of teaching experience allowance and the other is the standard performance of senior citizens. Although the salary is the benefits enjoyed by in-service personnel, the living allowance for retirees is implemented according to the standard of 70% of performance salary. Therefore, in theory, performance salary affects both the income of in-service teachers and the income of retired teachers. The teaching experience allowance has increased to 200 yuan per month, and 400 yuan per month is the most important change in subsidy for 20 years and 30 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 40 years and 4 The elderly allowance starts at the age of 70, and subsidies are implemented. Employees can enjoy the standards of 200 yuan, 300 yuan, 400 yuan, 500 yuan after retirement.
In short, the reissue part has been fully implemented before July 31. If the reissue is delayed and not issued for the time being, it will be implemented in August and September.
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