Rule number one. In order to encourage school teachers and workers to engage in education for a long time, and to commend and reward teachers and workers who have made outstanding achievements in school education, teaching and management, these Regulations are formulated in accordance with the Teachers Law of People's Republic of China (PRC) and the Regulations of the Ministry of Education on Award for Teachers and Educators.
Article 2. Teachers and workers who have made remarkable achievements in education and teaching, education and scientific research, student management and service are awarded the titles of "excellent teachers in the school" and "excellent educators in the school" respectively, and corresponding certificates and bonuses are awarded.
Article 3. The basic conditions for a school to become an "excellent teacher" and an "excellent educator" are: loving the socialist motherland, adhering to the party's basic line, principles and policies, being loyal to the people's educational cause, performing their duties in an exemplary manner, strictly observing labor discipline, having a good professional ethics, and having one of the following conditions: (1) fully implementing the educational policy, adhering to the idea of quality education, loving students and caring for their all-round growth. (2) Earnestly completing the task of education and teaching, making outstanding achievements in teaching reform, textbook construction and laboratory construction, and improving the quality of education and teaching; (three) has made remarkable achievements in education and teaching research, educational science research, curriculum construction and other aspects; (4) Having made outstanding contributions in school management, service and construction and development;
Fourth, the selection of "excellent teachers" and "excellent educators" in the school is conducted once a year together with the annual assessment of the school staff, and is commended and rewarded during the Teacher's Day that year.
Five, the school's "excellent teachers" and "excellent educators" reward, recorded in my file, and as a county (city) level, province (city) level, national excellent recognition of the job title evaluation, job appointment, salary promotion and recommendation of the important basis.
Article 6. These Regulations apply to teachers and workers registered in schools.
Article 7. These Regulations shall come into force as of the date of promulgation. The specific implementation measures are as follows:
Chapter I General Principles
Article 1 In order to further deepen the reform of the personnel system in our school, establish and improve the competition, incentive and restraint mechanisms, and safeguard the legitimate rights and interests of the teaching staff, these measures are formulated in accordance with the Teachers Law of People's Republic of China (PRC) and the relevant provisions of the state, as well as the overall plan and supporting measures for the reform of the personnel system in public institutions in Chongqing and the implementation opinions on the reform of the personnel system in primary and secondary schools in Chongqing.
Article 2 These Measures shall apply to all registered formal teaching and administrative staff of the school.
Article 3: The employment system mentioned in these Measures refers to the employment system that determines the labor relations between units and individuals and the rights and obligations of both parties in the form of employment contracts. The school implements contract system for teachers of all grades, employees in all regions and offices.
Article 4 Schools and teaching staff shall sign employment contracts in accordance with the principles of setting posts according to needs, assigning responsibilities according to posts, being democratic and open, competing on an equal footing, two-way selection, selecting employees on the basis of merit, strict assessment and contract management, so as to clarify the rights and obligations of both parties, and determine the employment relationship. Once the contract is signed, it is legally binding.
Fifth schools should establish and improve the corresponding scientific evaluation system for teaching staff, and the results will serve as an important basis for promotion, promotion, evaluation, reward and post appointment. In principle, it is assessed once a year.
Article 6 While implementing the appointment system, the school shall allocate the funds raised by the school in accordance with the principles of fixing posts and personnel, fixing responsibilities and quantifying, "distribution according to work, giving priority to performance and giving consideration to fairness", strengthen the post consciousness, and fully stimulate the enthusiasm, initiative and creativity of the teaching staff.
Seventh schools implement the appointment system, the principal responsibility system and the hierarchical management target responsibility system. Principals should carry forward the consciousness of running schools democratically, adhere to democratic centralism and follow the prescribed procedures and methods.
Article 8: School staff and workers may apply for other schools or social institutions upon their own application, with the consent of their units and the approval of the government education authorities. Its personnel relations shall be handled according to the relevant policies and regulations of the higher authorities.
Chapter II Implementation Procedures of Appointment System
Article 9: The school determines the workload of teachers according to the staffing of teachers and the total class hours of various disciplines and activity classes (according to the existing situation, 12 classes per week is the full workload). The workload of non-teaching staff is determined according to the post setting requirements and actual workload.
Article 10 The heads of all grade groups and offices shall scientifically and reasonably put forward preliminary opinions on post setting according to the needs of school education and teaching work, teaching management and service work, and report them to the school affairs committee for approval and determination.
Article 11: Submit the implementation plan of the appointment system and related supporting policies (including the responsibilities, tasks, workload, assessment plan and distribution plan of each post) to the teachers' congress for discussion and adoption, and report to the higher education administrative department for the record before implementation.
Article 12: Post setting, post responsibilities, post qualifications and appointment procedures shall be announced to all teaching staff.
Thirteenth in accordance with the principle of equality, voluntariness and fair competition, according to the post setting, job responsibilities and job conditions announced in the implementation plan of the school appointment system, fill in the post selection volunteers. Generally, each person can fill in 1~3 digits in turn.
Article 14 All grades and offices of the school shall, according to the post qualifications and the candidates' willingness to choose posts, select the best candidates through two-way selection and report them to the school. After examination and approval, publish the list of candidates and organize the signing of employment contracts.
Chapter III Signing of Labor Contracts
Fifteenth employment contract signed by the principal of the school on behalf of the school and employees. The contract will not lose its binding force because of the change of the school principal. Article 16: The employment contract is made in triplicate, one for each party, and the other for my file.
Seventeenth full-time teachers are employed once every three years in principle, and employees in all localities and offices are employed once a year in principle. Upon the expiration of the appointment period, the appointment procedures shall be re-performed in accordance with the appointment procedures.
Article 18: Wages and welfare benefits shall be implemented according to the relevant policies and regulations of the higher authorities; The post allowance is implemented according to the distribution plan formulated by the school; All kinds of treatment during the treatment of illness or work-related injury shall be implemented in accordance with the relevant provisions of the state, city and school.
Article 19: After signing a labor contract, employees shall enjoy the following rights: 1. The right to participate in fair competition and two-way selection according to the needs of work and personal expertise; 2. The right to participate in democratic management and obtain political honor; 3, according to the principle of distribution according to work and relevant policies and regulations, the right to receive wages, bonuses, allowances and subsidies on time; 4, in accordance with the provisions of the state and the school, have the right to participate in learning and training; 5. Paid holidays such as holidays, winter and summer vacations, and treatment of female employees during pregnancy, childbirth and lactation; 6. Funeral and pension benefits for work-related injuries, disabilities, non-work-related deaths or deaths due to illness stipulated by the state and superiors; 7. Other treatments stipulated by national laws, regulations and policies; 8. Other rights agreed by both parties;
Article 20 During the employment contract period, the employed personnel have the obligation to earnestly perform the contract, abide by professional ethics, improve their professional skills, complete the specified tasks with good quality and quantity, actively participate in relevant activities organized by the school, and abide by various rules and regulations of the school.
Chapter IV Renewal, Alteration, Termination and Dissolution of Labor Contracts
Article 21: The labor contract shall be terminated when it expires or the conditions for termination agreed by both parties appear. After the termination of the contract, if you need to be re-employed, you must go through the formalities again. Before the expiration of the employment period, the Contract may be modified or dissolved through negotiation between both parties.
Article 22 The school may terminate the contract if the employee is under any of the following circumstances:
1. Party B is found to be incompetent for this position during the employment period;
2. Serious violation of work discipline or school rules and regulations;
3, serious dereliction of duty, corruption, causing heavy losses to the school;
4, according to the relevant policies and regulations, should be dismissed;
5. Being investigated for criminal responsibility according to law;
6, sick or injured at work, unable to engage in the original work after the expiration of medical treatment, and do not obey other appropriate work arrangements;
7. Unable to perform the job responsibilities, but still unable to perform the job after being trained or adjusted;
8, unable to perform other obligations stipulated in the contract;
9, without the consent of the school, long-term full-time study or study abroad at their own expense and settle down;
10, reaching retirement age according to the regulations of the superior.
Article 23: Under any of the following circumstances, the employee may terminate the contract through the school:
1, confirmed by the relevant state departments, the school's teaching, production environment, safety, hygiene and other conditions are bad, which seriously endangers the health of teachers and staff;
2. The school violates the relevant national policies and regulations or the provisions of the contract, fails to honor the relevant treatment, and infringes on its legitimate rights and interests.
Twenty-fourth schools or employees have legitimate reasons to terminate the employment contract, and need to terminate the contract in advance, they must notify the other party 30 days in advance.
Article 25: If the employee is absent from work continuously for more than 15 days without justifiable reasons, or the accumulated absenteeism exceeds 30 days in one year, the labor contract will be automatically terminated.
Twenty-sixth school staff who terminate the employment contract shall be dismissed in accordance with the policy, and those who meet the conditions for dismissal shall be dismissed according to the prescribed procedures.
Chapter V Management of Hiring and Refusing Personnel
Article 27: A person who has the qualification to apply for post selection refers to a person who has not been hired after many competitions or consultations due to limited opportunities during the implementation of the employment plan in the school. Those who are qualified to apply for employment positions are those who refuse to declare employment positions or refuse to transfer jobs without justifiable reasons during the implementation of the appointment system in schools.
Twenty-eighth people who fail to hire or refuse to hire should take the initiative to contact transfer, be borrowed or apply for other schools. Those who fail to hire or refuse to hire can be dismissed if they meet the provisions of the dismissal clause in the relevant documents of the higher authorities.
Article 29: Generally, the time limit for refusing to employ personnel is 1~2 years. In the first six months, it will be paid at 70% of the national salary, and will not enjoy subsidies. Refuse to expire, in accordance with the relevant documents and procedures to be dismissed.
Article 30: Those who are not employed shall enjoy a waiting period of no more than two years. During the waiting period, the length of service and length of service are calculated continuously, and only the national salary is paid, and no allowance or subsidy is enjoyed. Those who are not employed after the expiration of the waiting period shall be handled in accordance with the relevant policies and regulations of the state.
Thirty-first during the period of unemployment, the management of the left-behind personnel shall adopt the following methods:
1, study, further training, and improve within a time limit;
2, criticism, education, and ordered to correct;
3, according to the provisions of the superior documents about dismissal, dismissal;
4. After improvement or correction, if there are vacant positions in the school, arrange a job trial opportunity in the school; If there is no vacancy in the school, it shall report to the higher education administrative department for job transfer, secondment, employment and support. The probation period shall not be less than one year. After the probation period expires, you can return to school to participate in job competition, and those who fail the examination will be dismissed.
Chapter VI Supplementary Provisions
Thirty-second faculty and schools in the appointment of disputes, the school should first mediate. If mediation fails, it shall be conducted in accordance with the appeal procedure stipulated in the Teachers Law. If you are dissatisfied with the handling of the complaint or the complaint is invalid, you can apply to the local personnel arbitration institution for arbitration or bring a civil lawsuit.
Thirty-third the provisions of these measures conflict with the relevant documents of the higher level, the relevant documents of the higher level shall prevail.
Article 34 The principal of the school shall be responsible for the interpretation of these Measures. The rules of procedure for collective leadership decision-making on major issues are as follows:
Chapter I General Principles
Rule number one. These rules are formulated to standardize the decision-making behavior of the school party committees and administrative leading collectives, promote the scientific and democratic decision-making on major issues, and form a standardized and effective decision-making mechanism.
Article 2. These rules are applicable to major issues discussed and decided by the school party committee and administrative office.
Third, members of the school party committee collectively discuss and decide major issues, and adhere to the principles of collective leadership, democratic centralism, individual deliberation and meeting decision. The school administrative leadership collectively discusses and decides major issues, implements the principal responsibility system under the guidance of the principle of democratic centralism, and adheres to the decision-making principle of fully carrying forward democracy, collective deliberation at meetings and final decision by the principal.
Chapter II Scope and Procedures of Major Issues in Collective Decision-making of School Party Committees
Fourth, the scope of major issues of collective decision-making by school party committees.
(a) the higher party committee, government and the Municipal Education Commission Party Committee on the implementation of major decision-making arrangements.
(two) opinions on the implementation of the important instructions of the municipal party committee, the municipal government and the municipal education commission.
(three) issues that need to be submitted to the Municipal Party Committee, the municipal government and the Municipal Education Party Working Committee for decision.
(four) the selection, appointment, adjustment, assessment, reward and punishment of middle-level cadres and grade directors in schools and the recommendation of deputy school-level cadres.
(5) In the name of the school party committee, commend and reward outstanding party branches and outstanding party member, and the superior party organizations recommend outstanding party branches and outstanding party member (party workers), and party member's handling opinions in violation of party discipline and state laws.
(six) in the name of the school party committee to the municipal party committee, municipal education party committee important instructions, reports and important instructions issued to the subordinate branches.
(7) Develop a new party member.
(eight) major issues involving the reform and development of the whole school education.
The fifth is the collective discussion and decision-making procedure of major issues of the school party Committee.
(1) investigation and study. Before making a decision, conduct extensive and in-depth investigation and study around the issues to be discussed, grasp the basic situation, and form more mature suggestions.
(2) Propose a plan. On the basis of investigation and study, the problems discussed in decision-making are comprehensively demonstrated and one or more decision-making schemes are put forward.
(3) soliciting opinions. After the proposal is put forward, listen to the opinions of relevant departments and personnel according to the scope involved.
(4) brewing discussion. When it is necessary to convene a party member meeting, an enlarged meeting of the Party Committee can be held to discuss the decision-making issues in depth, and the participants should fully express their clear opinions. During the discussion, the moderator should listen to the opinions of other participants before expressing his own views.
(5) Voting item by item. The meeting will vote item by item. After full discussion, when the opinions are relatively consistent, a vote can be taken; If the number of people in favor and against is close, the voting may be suspended except in an emergency. Voting can be conducted orally, by show of hands, by secret ballot or by secret ballot according to the topic. The appointment, removal and adjustment of cadres were voted by secret ballot, and the voting results were announced on the spot. The written opinions of the members present at the meeting are not counted in the voting. Those present at the meeting did not vote.
(6) make decisions. According to the principle that the minority is subordinate to the majority, if the affirmative vote exceeds half of the members present at the meeting, the meeting resolution will be formed. If members have different opinions on the resolutions formed on major issues, they can reserve their opinions or reflect them to the higher party organizations on the premise of resolutely implementing them. The decision on the appointment and removal of cadres that needs reconsideration shall be implemented only with the consent of more than half of the members.
Chapter III The scope and procedures for discussing and deciding major issues at the school affairs meeting.
Sixth, the school administrative office will discuss the scope of major issues.
(a) the implementation of major resolutions and decisions of the CPC Central Committee, the State Council and Chongqing Municipal Committee, Municipal People's Government and Nanchuan Municipal Committee, Municipal People's Congress, Municipal Government and Municipal Education Commission.
(two) the school's important instructions and reports to the Nanchuan Municipal Party Committee, the municipal government and the Municipal Education Commission, as well as policies and normative documents formulated in the name of the school.
(three) the school development plan and annual work plan.
(4) Staff training plan.
(5) Measures for the implementation of teacher assessment.
(six) enrollment plan, enrollment policy formulation.
(seven) in the name of the school to commend and reward advanced collectives and individuals.
(eight) the formulation and adjustment of the working system involving the vital interests of the faculty, the safety and stability of the school and the sensitive issues of the faculty.
(nine) the school capital construction project, construction plan and funding arrangements.
(ten) the budget for running a school.
(eleven) the way to deal with emergencies between teachers and students.
(twelve) the major work or important activities of each office and grade group need to be coordinated.
(thirteen) other major issues reflected by teachers and students.
Seventh, the discussion and decision-making procedures for major issues in schools.
(1) investigation and study. Conduct extensive and in-depth investigation and study around major issues, grasp the basic situation, and form more mature suggestions.
(2) Propose a plan. On the basis of investigation and study, the problems discussed in decision-making are comprehensively demonstrated and one or more decision-making schemes are put forward. According to the needs, experts can be organized in advance to conduct research and consultation, professional organization demonstration or legal analysis.
(3) listen to opinions. After the proposal is put forward, it should be negotiated according to the scope involved and fully listen to the opinions of relevant departments and personnel. Involving the vital interests of faculty and staff, publicity or seminars at all levels should generally be held.
(4) brewing discussion. Hold an administrative office meeting for extensive and in-depth discussion. The meeting shall be presided over by the president (or entrusted vice president), and the topics shall be briefly explained by the leaders in charge or the heads of departments involved in the topics. Participants should fully discuss the topic and express their clear opinions. During the discussion, the moderator should listen to the opinions of other participants before expressing his own views.
(5) Voting item by item. The meeting will vote item by item. After full discussion, a vote can be taken. According to different contents, voting can be conducted orally, by show of hands, by secret ballot or by secret ballot. Those present at the meeting did not vote.
(6) make decisions. The meeting host makes a final decision with reference to the voting results.
The director of the office is responsible for the minutes of the meeting, sorting out the minutes of the meeting on major issues made at the meeting, and sending them to relevant leaders and departments after being signed by the moderator. After the moderator denies the opinions of the majority and makes a final decision, he shall explain the reasons in the minutes of the meeting. The decisions made at the meeting must be resolutely implemented by the members of the leading collective, and no one has the right to change them. In the process of implementation, it is really necessary to make major adjustments or changes, which should be decided by the collective leadership.
Chapter IV Supervision and Handling
Eighth, major issues that need to be approved by the higher-level party organizations and competent departments will be discussed and decided by the school party Committee and administrative office, and reported to the higher-level party organizations and competent departments in time, and the school will file them for future reference according to the requirements of file management.
Ninth, the school party committee and the main administrative person in charge are responsible for the implementation of the decision-making of the leading collective, and other members of the leading collective and relevant departments and personnel have the right to supervise.
Tenth, the members of the school leadership should accept the supervision of party member, the masses and public opinion when implementing these rules. Team members should take the implementation of these rules as the main content of inspection at the team democratic life meeting.
Eleventh, major issues are not required to form a meeting resolution, must be corrected.
Twelfth, major issues without the collective leadership decision-making and implementation and not corrected in time, depending on the seriousness of the case, to give criticism and education to the responsible person, illegal decision-making caused heavy losses, according to the relevant provisions of the accountability of the responsible person.
Chapter V Supplementary Provisions
Thirteenth, the contents of these rules, where there are other provisions of laws and regulations, from its provisions.
Fourteenth, these rules shall be interpreted by the school party committee and administration.
Fifteenth, these rules shall come into force as of the date of issuance. In the past, if the provisions on major issues of collective decision-making are inconsistent with these rules, these rules shall prevail.