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In the past, we said that civil servants’ salaries are higher than teachers’ salaries, which is an objective fact. However, now, teachers’ salaries are higher than civil servants.
22 teacher salary ushers in several important changing trends. In this article, let’s discuss together whether this changing trend will show continuous and continuous growth in the future?
The first trend is that the era of complete cancellation of intermediate professional titles has arrived.
The opinions on the construction of the teacher team in the new era clearly stipulate that teachers should be public officials who refer to civil servants to implement treatment. This identity applies to all teachers and staff of primary and secondary schools, public schools, and then the reform of the intermediate professional title system completely abolished the position setting. The restrictions on intermediate professional titles are hereby clearly stipulated in the new teacher law draft for soliciting opinions. The policy on further adjustment of professional titles for primary and secondary schools jointly issued by the Ministry of Human Resources and Security and the Ministry of Education and the Ministry of Finance in 2022 clearly states that there is no longer a restriction on senior professional titles, intermediate professional titles, and junior professional titles and public institution job setting ratios. The advantage of abolishing this regulation is that each unit and primary and secondary schools can set their own job appointment ratios based on their actual employment situation. People follow the job, and their salary changes with the changes in their positions. This may be the best combination and breakthrough point for the personnel management system and salary management system in primary and secondary schools.
The second trend, the conditions for the evaluation of deputy senior professional titles are relaxed, which is the trend of the future.
Deputy senior professional titles have had an important impact on the salary level of teachers' positions, salary and teaching experience allowance, and six insurances and two funds. The most important thing is the impact on performance-based asset students, which makes teachers' salary income exceed the monthly gap of 1,000 yuan. Therefore, should the deputy senior professional title be retained or canceled, or to use examinations to replace the current professional title evaluation system? The current personnel management regulations reveal the signal that the senior professional title is fully liberalized, the intermediate professional title is fully liberalized, and the evaluation can be evaluated if possible. Applying for a job has become an important basis for the salary of primary and secondary school professional titles. In the future, it can be expected that the proportion of deputy senior professional titles in primary and secondary school teachers will quickly increase from the current 15% to about 45%. The increase in the proportion of associate senior professional titles remains at around 10% to 15% each year, which is a very good boon for primary and secondary school teachers.
The third trend, the total performance salary exceeds that of civil servants.
For a long time, the actual income gap between primary and secondary school teachers and civil servants in my country is reflected in the aspects of bonuses, welfare benefits and allowances and subsidies. Basic salary has always been the reference standard of civil servants in public institutions. Therefore, in the future, under the new conditions marked by the priority development of education and the release of opinions on the construction of the teacher team in the new era, primary and secondary school teachers should implement their benefits as quasi-civil servants, and the benefits of primary and secondary school teachers. After the full implementation of performance wages and allowances and subsidies, 50% of teachers will exceed the salary and total income of civil servants. Performance wages are the core performance, and wages are also the starting point and end point. The total amount of performance wages and the total amount of civil servant performance wages adopt a momentum balance adjustment mechanism. We all know that the total amount of civil servants' target bonus assessment in 2022 has increased, so the 30% part of teachers' performance wages will also usher in new adjustments and increases.
The fourth trend, the narrowing of the professional title gap between 100 yuan and 300 yuan may become the norm.
Senior professional title, deputy senior professional title, first-level teacher, second-level teacher, intern teacher, this is a common income for teachers. It is subject to several proportions of professional titles, reflecting the objective reflection of teachers' ability, teaching level and teaching experience. The gap between professional titles. In the past, the income gap was around 5,000 yuan to 1,000 yuan. Now, after narrowing the gap, the gap is adjusted to about 100 yuan to 300 yuan. This is a reasonable. The average salary adjustment of teachers in 2022 increases by 300 yuan. Then the gap in professional titles is further eliminated, and the influence of professional titles is cancelled between about 100 yuan and pensions.In the long run, the influence of the deputy senior professional title in benefits and the basic nature of the regular adjustments and quota adjustments in pensions must be weakened. To determine the total amount, the treatment of the deputy senior professional title should be continuously weakened.
The fifth trend, the salary and benefits of high school teachers will increase across the board.
The most important work arrangement of the Ministry of Education in 2022 is to support county No. 1 high schools and deploy one-to-one assistance to universities. From this we can see that high schools, especially county high schools, will focus on reversing the problem of talent loss in the teaching staff, the problem of student source loss, and improving the quality and admission rate of college entrance examinations and strengthening the construction of high schools. In terms of this, it will be unprecedented to comprehensively increase the salary and benefits of high school teachers, so that the total amount of teachers' performance and salary exceeds that of civil servants. It may be the best option among the few options. From this perspective, the income of high school teachers currently needs to be increased by 10% to 15%.
The 6th trend is that the salary of compulsory education teachers exceeds that of civil servants.
The salary standard for compulsory education teachers is independent of the salary standards for high school teachers and kindergarten teachers, and comprehensively refer to the local civil servant salary standards and bonus system. This is the treatment of compulsory education teachers. The important rules separately stipulated and formulated separately in Teachers Law are important foundations, which is to implement the important goal of compulsory education teachers' salary and benefits, not lower than or higher than local civil servants. As of the end of December 2020, this goal has been fully achieved. 2021 and 2022 are the observation window period for consolidating and strengthening the salary and benefits of compulsory education teachers' salary and benefits shall not lower than civil servants.
The 7th trend is that teachers in teaching positions are more rewarding than those in leadership positions.
If the total work income of front-line teachers and class teachers in teaching positions, subject group leaders and lesson preparation group leaders and other front-line positions that have a significant impact on teaching, such as performance salary income and professional title evaluation, are not logistics leaders and leadership management positions, and are old and fast, it will inevitably affect the development of education and the quality of teacher team building. Therefore, from this perspective, it is necessary to make the salary income of teachers standing firm in all aspects, and provide all-round professional titles and assistance from 30 years of teaching experience honor incentives, as well as teaching experience allowances, promotions, and professional title promotions. Simply put, teachers in non-leadership positions can even exceed the salary and benefits of leadership positions.
The 8th trend is that in rural areas in difficult and remote areas, teachers' teaching experience allowances and job allowances subsidies, and the comprehensive income has increased significantly.
Performance wage system, according to the guidance on the implementation of performance wages by the Ministry of Human Resources and Security of the Ministry of Finance and the Ministry of Education, according to the 2022 version requirements, performance wages must adhere to two aspects. The first aspect is to focus on grassroots personnel and front-line teachers, and the second aspect is to focus on rural areas, taking into account others, and the teacher in regional work is based on the latest guidance spirit of these two aspects. I believe that teachers and rural teachers in rural areas may usher in new adjustments and rapid increases in salary and standards. The highest performance, the salary increase may be between 10% and 30%.
The 9th trend, the teacher’s right to punish will be fully implemented.
On March 21, 2021, the right to punish teachers will be fully implemented, but by 2022, October, we can see the right to punish in this regard. On the one hand, some teachers do not understand properly and have deviations in their implementation. On the other hand, the right to punish teachers needs to be issued in all aspects and more comprehensive guidance.
Return the ruler to the teacher, and the kneeling teacher cannot teach the standing students. Famous teachers produce great disciples. The speeches of these leaders in charge of the education department are powerful, and every word is heart-wrenching, allowing us to see the future and hope of education, as well as the future and signal of the implementation of teachers' right to punish and the right to punish education.
The 10th trend, the teaching team will implement all allowances and benefits of public institutions.
Public institutions currently implement car subsidies and target rewards year-end bonuses, holiday fees and other welfare benefits. Since primary and secondary school teachers implement full funding for public institutions, from this perspective, teachers' welfare allowances and benefits should be absolutely consistent with the local public institutions' wages and benefits, and the project classification should also be consistent. There are several weak projects that need to be strengthened in the benefits of teachers. One is cooling fees, holiday fees, heating fees, holiday fees, class hours allowances, and hard work subsidies in rural areas, vehicle subsidies, and communications subsidies. These will be consistent with the total amount of welfare benefits of public institutions and match the details based on a comprehensive approval basis.
In 202, my country will implement the strategic position of priority education development, give priority to teachers' wages, pay on time and in full, and give priority to ensuring that the total amount of funds invested in teachers' education accounts for the target of not less than 4% of the GDP of GDP. The main investment is to improve part of teachers' wage income. However, with our established teacher salary and benefits, it is still a long way to go.
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