Deepen the reform of personnel system in colleges and universities, establish and implement Scientific Outlook on Development, and accurately grasp the outline of deepening the reform of cadre personnel system. The General Office of the Central Committee of the CPC * * Production Center's "Personnel of the Central Organization Department Speeds up the Reform of Personnel System" and "General Arrangement and Requirements of the Personnel Department of the Central Organization Department and General Office of the State Council on the Reform of Personnel System" are aimed at trying out the reform of personnel opinion system, aiming at promoting the appointment system of personnel, combining with the reality and characteristics of colleges and universities, and aiming at the key and difficult problems faced in the reform and development of colleges and universities, this paper puts forward targeted solutions. In my opinion, deepening the reform of personnel system in colleges and universities should focus on the following aspects of research and thinking in order to achieve breakthroughs and steady progress in key areas.
Strengthening the dynamic employment mechanism and deepening the reform of teacher education and employment
The early appointment system for teachers is a "teacher law" and a "legal" higher education law. The 16th National Congress of the Communist Party of China and the National Talent Work Conference urgently demand that the reform of state institutions and personnel system and the implementation of talent strategy be taken as important measures. It is an important issue to strengthen the construction of teaching staff in colleges and universities, which is in line with the overall strategic situation of college reform and development.
It is more conducive to deepening the reform of teacher appointment system in colleges and universities. First of all, the Dragon Hong Kong Scholar Program jointly promoted by the Ministry of Education, the Central Organization Department and the Ministry of Personnel was promulgated in 2000. In "Opinions on Deepening the Implementation of Personnel System in Higher Education" in 2000, a group of reform departments carried out the reform of internal management system with the reform of personnel distribution system as the core in colleges and universities, intensified the reform of salary system, and explored and established the national income distribution method with basic salary, post allowance and performance incentive mechanism as the main contents. The economic benefits of university teachers have improved. Second, under the background of relative shortage, since 1999, colleges and universities have continuously recruited the largest number of university teachers. In this case, the pressure of diverting the flow of school personnel is relatively small, which is conducive to the steady advancement of the appointment mechanism of teachers in the college. Peking University, Tsinghua University, Nanjing University, Fudan University, Sun Yat-sen University, Huazhong University of Science and Technology and other universities in Shanghai and Beijing have tried and explored the reform of teacher appointment system, which has laid a good foundation for promoting the overall reform of teacher recruitment in colleges and universities and accumulated valuable experience. Education, scientific research, health and other institutions should be reformed in whole or in part, gradually improved, the reform of recruiting teachers in colleges and universities should be accelerated and a more favorable policy environment should be created.
Since 2003, the Ministry of Education has conducted extensive research on the basis of summarizing the experience of previous rounds of personnel system reform in colleges and universities. The progress of the reform is directly related to the recruitment of college teachers and the reform of the personnel system in colleges and universities, constantly absorbing new achievements and accelerating the research and systematic process of the reform policy of the teacher appointment system in colleges and universities directly under the Central Government. The new round of reform is a series of ideas to deepen the reform, such as establishing the employment mechanism combining professional protection in the early and late academic career, eliminating by competition, implementing excellent academic talents with preferential policies, classifying management of teachers' work, openly recruiting practical teachers, paying attention to the management of teachers' appointment, giving full play to the role of professors' evaluation, strengthening post appointment and promoting flexible employment mechanism.
It is a step-by-step process from preparing the teacher appointment system designated by the teacher to finally being able to get in and out, and being able to get up and down, and treating high energy and low energy. In the current reform, the reform of teacher appointment system should focus on the following seven changes. First, from closed management to open management. The reform of teacher appointment system has broken the closed management and appointment of teachers under the planned economy system and established an open socialized teacher management system. Open teacher management is mainly reflected in the following aspects: (1) Full implementation of open recruitment system, establishment of access for off-campus students to enter universities through equal competition; (2) Implementing peer review with the combination of school foreign ministers to improve the objectivity and fairness of academic evaluation; (3) improve the academic structure, gradually reduce the proportion of graduates who choose to stay directly, and gradually realize that new professors, associate professors and professors work outside the school and learn from experience; (4) By carrying out the personnel agency system, the administrative subordination relationship between teachers and schools and the dependence relationship with people are weakened.
> changing the re-certification mechanism of "emphasizing" work in the appointment mechanism is an important part of promoting the reform of teacher appointment system. It is to delete teachers as an important part of the single teacher qualification assessment and peer review appointment, further strengthen the management post, post appointment and teacher appointment system, and realize the unity of post appointment and post appointment.
Competitive selection, incentive and restraint mechanism of capital transfer. The reform of teacher appointment system introduces competition, promotes outstanding talents to stand out and optimizes the allocation of human resources, which is worth perfecting the incentive mechanism and restraint mechanism. The main measures: the whole society that practices open competition implements the continuous employment system, strict employment assessment, promotion to management positions, clear job responsibilities and employment conditions, strict implementation of academic standards, and a labor remuneration distribution system in which salary changes are just changed, pay according to work, and be superior and superior.
The transformed labor contract is an administrative appointment and consultation relationship on the basis of equality. The legal normative text of employment rights and obligations is an important cornerstone and carrier of the employment system, an important basis for signing employment contracts and implementing contract management, and a real employment system for college teachers in the future. Teachers' appointment system is more standardized and scientific. College teachers and employed teachers should conclude a written labor contract on the basis of equal and voluntary consultation, and regulate the conclusion, alteration, renewal, termination and dissolution of the contract.
Transition to a single employer's flexible employment mechanism, promote the reform of education appointment system, establish a long-term appointment system combining full-time and part-time, and combine flexible employment mechanism with short-term employment. Teachers should implement classified management and improve evaluation methods to meet the requirements of different positions.
The combination of six macro-guidance changes is the number of teacher post grades. The ranking of teachers' job evaluation and employment by the education authorities has gradually changed the macro guidance of the combination and the status of teachers, and gradually transitioned to self-discipline and self-control in colleges and universities, forming a reasonable structure of teaching and research teams in colleges and universities and improving the interests of personnel.
This transformation depends on the cooperative research and innovation ability of teachers in individual combat and the teaching and research team in the traditional model. Teachers' labor force is relatively independent, and it is common for college teachers to fight alone. With more and more cross-integration and development topics, it is increasingly urgent to integrate the academic strength of colleges and universities to carry out major national scientific research projects. It is of great strategic significance to strengthen the construction of innovative teams. Therefore, we must actively promote recruitment policy innovation, team building and cooperative research, and encourage teachers to cooperate sincerely in teaching and scientific research.
Second, strengthen personnel classification management and actively carry out a new round of pilot reform of the staff system in colleges and universities.
Building a high-level university requires not only high-quality teachers, but also high-quality management teams. It is urgent to strengthen the construction of management team and explore the establishment and formation of management system and operation mechanism of management team in colleges and universities suitable for professional characteristics.
The Higher Education Law stipulates the management of institutions of higher learning and the implementation of the staff system. Implementing the personnel system above junior college level is an unprecedented reform and innovation, and it is a very complicated and arduous task, which must be actively and steadily promoted step by step. Therefore, according to the working idea of "carefully examining and implementing the first batch of pilot projects and gradually opening up", the Ministry of Education has successively held five schools, namely Wuhan University, Huazhong University of Science and Technology, Huazhong Normal University, Xiamen University and Northeast Normal University since 2000. In 2003, China Agricultural University also joined the pilot program. The pilot system of university teachers has achieved initial results. In the past few years, these schools have initially rationalized the university faculty by implementing the staff system pilot. Relations, strengthening post responsibilities and post management, realizing classified management of personnel, advanced faculty appointment mechanism, strengthening post salary and distribution according to work, mobilizing employees' enthusiasm, and devoting themselves to education through the reform of school faculty, the service awareness and service level of the school management team have been significantly improved.
However, the reform has encountered some thorny problems, such as the attributes of staff positions and staff teams, the setting of personnel positions, the definition of scope, the staff system, the employee salary policy, the standardization of the "double shoulders" system, the integration of employees and society, and so on. In this regard, we must carefully analyze, distinguish different situations and put forward targeted solutions and measures. Actively carry out the pilot work of a new round of staff system reform in colleges and universities should focus on the following aspects.
First of all, explore the characteristics of the employee management system combining identity and rank under construction, re-understand and define the basic connotation of employees in the three-member system combining posts and positions, and make it clear that the post appointment system of employees reflects the performance-oriented assessment system with both ability and political integrity, and is the result of annual power generation accumulation and assessment. Employees' positions are combined with employment subsidies, and the distribution principle of "fixed salary for posts and floating in MAKI TSUYOSHI" is adhered to. The salaries of the General Staff Department and employees are combined, and employees basically reflect the annual performance orientation.
It further emphasizes the classified management of employees and good jobs. Staff positions are divided into management positions, leadership management positions and service positions. The service consciousness of employees is conducive to enhancing and eliminating the job responsibilities of different positions. Therefore, it is necessary to strengthen the scientific and reasonable school post-setting work, emphasize the size of school management authority and responsibility, the complexity of work and the user-friendly teacher level, and independently post-setting under the mixed conditions that meet the requirements.
The faculty and staff in colleges and universities implement the reform of teacher appointment system, and realize the systematization and perfection of employment contract management policies and procedures. The positions of employees employed by colleges and universities should be openly recruited. According to the actual situation of the competition level, the hired personnel voluntarily reach an agreed employment contract and sign it on the basis of equality in accordance with the personnel management authority and the appointment of school staff.
The design of the staff salary system should conform to the national personnel salary policies and standards, so as to reflect the requirements of the work, the salary and social integration of faculty and school staff who have actually contributed, and the salary standards of professional and technical personnel related to the school.
Fifth, on the basis of determining appropriate evaluation standards and measures, comprehensively evaluate employees' job responsibilities, diligence, work performance and cheap behavior, and train employees in a planned way according to the requirements of employees' responsibilities to further improve the employee training system.
Study and formulate the establishment standards of colleges and universities, and strengthen the standardized management of college establishment.
With the continuous expansion of the scale of higher education, the deepening of reform and the reasonable verification of the staffing of various colleges and universities, the requirements for the scientific allocation of human resources are getting higher and higher. However, for a long time, there has not been a scientific, authoritative and standardized method in this respect. In 1985, the Ministry of Education issued opinions on the preparation standards of colleges and universities. Due to the changes in the situation and various aspects, it can not meet the current actual situation. The Ministry of Industry and Information Technology, together with the national education authorities, studied the standards for university preparation according to the level of education reform and development under the new situation. A survey shows that in Beijing, Guangdong, Hubei, Hebei and Shaanxi, the opinions of provinces, staffing, finance, education departments and institutions of higher learning were solicited, and efforts were made to implement them as soon as possible.
Several principles should be followed in compiling standards and managing the development of colleges and universities: First, follow the law of higher education development, combine with the reality of colleges and universities, formulate the development plan of higher education that meets the requirements of staffing standards, distinguish different types of colleges and universities at different levels in countries and regions according to the standard economic development level, implement guidance and manage the establishment of colleges and universities. According to the function of higher education in a university, we should abide by the rules and management characteristics of the university, adhere to the principles of national total control, independent management, scientific standardization, simplification and high efficiency, and ensure the normal operation and study of the university.
The norms formulated by colleges and universities include: the number of institutional leaders, the classification of establishment, and the establishment standards. The basic considerations of establishment management include teaching and research establishment, supplementary teaching establishment and establishment management establishment, but it also depends on the establishment of the unit. In the basic form of compiling standards, the ratio of students to teachers is considered, that is, the ratio of students to teachers in various standards.
Fourth, establish a new salary system, deepen the reform of personnel system and reform the distribution system in colleges and universities.
More and more attention has been paid to it, and many colleges and universities are studying personnel reform programs, formulating high-level talent plans and talent strategies, and attaching importance to salary policies to attract stable talents. The interaction between distribution system and personnel system reform has been further strengthened, and the role of salary strategy has been further enhanced. However, salary and theoretical research
The reform of distribution system in colleges and universities is relatively backward, such as the reform of distribution system mode, how to establish a new salary system in colleges and universities that adapts to the strategic goal of talents. Mainly manifested in the national reform and the reform of the internal distribution system in colleges and universities. As a reform at the national system level, government departments mainly organize and promote the promulgation of the Civil Service Law, promote the wage system and wage reform management system of various institutions, and gradually establish systematic wage and performance and industry wage guidance standards. The reform of internal distribution has taken an important step in the past few years, that is, under the guidance and support of the national macro-policy, the post allowance system in colleges and universities with the characteristics of independent design, independent management and independent operation has been established. Practice has proved that the on-campus post allowance system is an important supplement to the national wage system and plays an important role in stabilizing and attracting talents. To continue to deepen the reform of internal distribution in colleges and universities, we should continue to give priority to efficiency, give consideration to the principle of fair distribution, establish a link between talents and work performance, and encourage innovation and creation, because doing a good job is an incentive mechanism. Second, in order to further standardize the design of post allowance system, improve the ability-oriented, performance-oriented, and combine with the personnel system reform, support and promote each other. Third, actively explore various forms of production factors participating in distribution according to their contributions, and encourage outstanding talents to obtain reasonable returns through patent licensing, technology transfer, technology shareholding, and starting enterprises. To explore top-notch innovative talents, we can try out the annual salary system and the agreed salary system, which can realize the short-term appointment of teachers. Fifth, the research idea of salary strategy, from the perspective of long-term flexible distribution form, the combination of salary distribution mode and monetized welfare system, short-term incentive and long-term safe and sustainable development, gradually establish a new salary system in colleges and universities.
Deepening the personnel reform system in colleges and universities, perfecting the talent selection mechanism, competition mechanism, evaluation mechanism, mobility mechanism, incentive mechanism and corresponding safeguard measures, and mobilizing the enthusiasm and creativity of the faculty and staff are the basis and important measures to strengthen the school with talents, thus improving the ability of scientific and technological innovation and educational innovation. The reform of personnel system in colleges and universities involves many problems and is a complex systematic project. The university promotes the reform of personnel system, making overall plans, highlighting key points, carefully organizing and realizing it step by step; Correctly handle the relationship between reform, development and stability to promote the sustainable development of talents in colleges and universities.