Measures of Wuhan University for Assessment of Faculty and Staff

Measures of Wuhan University for Assessment of Faculty and Staff

(Draft for Comments)

general provisions

Article 1 In order to deepen the reform of the personnel system, fairly evaluate the moral and talent performance and work performance of the teaching staff, encourage the teaching staff to improve their ideological and political quality and professional ability, stimulate the enthusiasm of the teaching staff to perform their duties, and provide the basis for the post adjustment of the teaching staff, renewal of employment contracts, etc. These Measures are formulated in accordance with the spirit of the Regulations on Personnel Management of Public Institutions and the Articles of Association of Wuhan University.

Article 2 The assessment shall adhere to the principles of objectivity, impartiality, democracy and openness, focusing on actual performance and comprehensive assessment, and shall be carried out in an objective and authentic way by combining qualitative assessment with quantitative assessment.

The assessment work should reflect the post responsibilities and characteristics of personnel in different post categories as far as possible, and adhere to the classified assessment; The work of establishing morality and cultivating talents should be put in the first place in the performance appraisal of teaching staff.

Article 3 The assessment of teaching staff is divided into peacetime assessment, annual assessment and employment period assessment.

Article 4 The scope of assessment includes the teachers, management personnel, other professional and technical personnel and workers in Wuhan University.

Chapter II Assessment Organization

Article 5 The school assessment committee is responsible for the assessment of all teachers and staff in the school

The director of the membership committee is the school leader in charge of personnel work, and the members are the heads of the Party Committee Organization Department, the Personnel Department, the Discipline Inspection Commission Supervision Department, the Party Committee Propaganda Department, the Audit Department, the Labor Union, the Undergraduate School, the Graduate School, the Research Institute of Science and Technology Development, the Institute of Humanities and Social Sciences, the Laboratory and Equipment Management Department, the International Exchange Department, the Finance Department and other units.

The daily affairs of the school assessment committee shall be undertaken by the Personnel Department.

Article 6 Responsibilities of the school assessment committee:

（1） Formulate the implementation plan of staff assessment;

（2） Organize, guide and supervise the assessment work of the whole school;

（3） Examine and approve the annual assessment and employment period assessment results of all secondary units;

（4） Accept the review application of teachers and staff who are not satisfied with the assessment results.

Article 7 Each secondary unit shall set up an assessment working group to be specifically responsible for the assessment of its own unit. The assessment working group of colleges (departments) and directly affiliated units is composed of the main party and government leaders, trade union leaders, etc. The secretary of the branch party committee (directly affiliated party general branch) is the first responsible person. The main person in charge of the subordinate organs of the Party organization relationship and the units directly under the Party Committee is the first responsible person.

Article 8 The responsibilities of each assessment working group of the school:

（1） Formulate specific rules for the assessment of teachers and staff of the unit;

（2） Be responsible for the specific implementation of the assessment work of the unit;

（3） Determine the results of the annual assessment and employment period assessment of the staff of the unit;

（4） Cooperate with the school to deal with the relevant investigation and handling of review.

Chapter III Ordinary Assessment

Article 9 Regular assessment includes daily attendance and work status assessment. Daily attendance includes returning from leave, attendance management, participation in collective activities, etc; Work status includes work attitude, cooperation spirit, work responsibility, etc. All units shall establish and improve the attendance system, enforce the attendance discipline and strengthen daily management.

Article 10 Daily attendance shall be formulated and implemented by each unit according to the post characteristics of various personnel, relevant rules and regulations of the school and the actual situation of the unit.

All units shall do a good job in the record of attendance and establish the regular assessment files of teachers and staff as the main basis for annual assessment and employment period assessment.

Chapter IV Annual Assessment

Article 11 The annual assessment results are divided into four grades: excellent, qualified, basically qualified, and unqualified.

Article 12 Determination of annual assessment results:

（1） Excellent: Correctly implement the line, guidelines and policies of the Party and the country, follow the rules and regulations of the school as an example, be proficient in business, work hard, have the spirit of reform and innovation, complete the task well, and make outstanding achievements.

In case of one of the following circumstances, the annual assessment cannot be rated as excellent:

1. Those who are criticized in a circular;

2. Accepting the organizational admonition;

3. Personal leave of more than 5 days or sick leave of more than 15 days in total;

4. There is dereliction of duty, teaching accident, management error or other liability accidents.

（2） Qualified: Correctly implement the line, guidelines and policies of the Party and the state, consciously abide by the rules and regulations of the school, be familiar with or relatively familiar with business, work actively, and be able to complete work tasks.

（3） Basically qualified: have certain political and professional quality, be able to abide by the rules and regulations of the school, basically meet the work requirements, and basically complete the work tasks.

In case of any of the following circumstances, the annual assessment shall be determined as basically qualified:

1. Personal leave accumulatively more than 20 days and less than 60 days, or sick leave accumulatively more than 2 months 3

Less than months;

2. Absenteeism for more than 3 working days or no reason to participate in collective activities for more than 3 times;

3. In the year when the decision on punishment is made, those who are subject to inner party warning or administrative warning shall be punished.

（4） Unqualified: poor political and professional quality, difficult to adapt to work requirements or weak sense of responsibility, unable to complete work tasks, or serious mistakes in work.

Under any of the following circumstances, the annual assessment will be deemed as unqualified:

1. Absenteeism for more than 5 working days or failure to participate in collective activities for more than 5 times without reason;

2. Those who have been severely warned by the Party or above;

3. During the period of punishment for administrative demerit recording or demotion;

4. Refusing to participate in the annual assessment, or refusing to confirm the annual assessment results;

5. Those who are not competent for their own work and do not obey the post adjustment;

6. Failure to conscientiously perform post responsibilities, great public opinions, bad influence, and criticism

Education does not change;

7. Person directly responsible for serious mistakes in work;

8. Other circumstances recognized by the school assessment committee.

Article 13 The annual assessment shall not be conducted under any of the following special circumstances:

（1） The accumulated sick leave or personal leave exceeds three months;

（2） Being in the medical treatment period due to illness, or taking sick leave with the consent of the school;

（3） Having been transferred or resigned with the consent of the school, but not yet completed the procedures for leaving the school;

（4） Persons who have obtained bail pending trial for suspected crimes;

（5） Other circumstances recognized by the school assessment committee.

Article 14 The proportion of excellent grades in the annual assessment shall be verified by the secondary units, and the overall proportion of the school shall be controlled at 15%. Among them, 16% are teachers, 14% are other professional technicians and managers, and 12% are other personnel.

Article 15 During the probation period, probation period and apprenticeship period, new teaching and administrative staff members shall take part in the annual assessment. They shall only write comments, but not determine the grade. The assessment results shall be taken as the basis for becoming regular and grading. The relevant information of the transferred, re employed, transferred and demobilized personnel who participate in the normal assessment before coming to work shall be provided by the original unit.

Article 16 The school arranges the secondment of teaching and administrative staff stationed abroad, attached, temporary, Xinjiang aid, Tibet aid, poverty alleviation, etc. During their work outside the school, the units stationed in the school shall assess and determine the grade. If it is less than half a year, the original secondary unit shall assess and determine the grade.

Article 17 Teachers and staff members who are arranged by the school to be sent for further study, study, training and secondment shall be assessed annually by their units and their grades shall be determined. Relevant information during the dispatch period shall be provided by the dispatch unit.

Article 18 Those who are suspected of disciplinary violations but have not yet closed the case shall participate in the annual assessment, without writing comments or determining the grade. After the case is closed, the grade shall be supplemented according to the punishment results.

Article 19 The annual assessment shall be conducted at the end of each year. The basic procedures are as follows:

（1） The school assigns annual assessment work;

（2） The teaching staff shall fill in the Registration Form for Annual Assessment of Teaching Staff (Annex 1). The secondary units shall organize annual assessment, which can be carried out by means of work report and democratic appraisal to determine the assessment results.

（3） Staff confirm the assessment results in writing;

（4） The assessment committee examines and approves the assessment results;

（5） The assessment results shall be stored in the staff's personal files.

Chapter V Evaluation of Employment Term

Article 20 The results of the evaluation of the employment term can be divided into two grades: qualified and unqualified. The secondary units can subdivide different performance appraisal levels in the qualified grades according to the actual situation and the differences in the work performance of the teaching staff.

Article 21 Under any of the following circumstances, the employment term assessment shall be deemed as unqualified:

（1） Unable to perform the post responsibilities agreed in the employment contract;

（2） The employee has basically passed the annual assessment for more than 3 times during the employment period;

（2） Fail to pass the annual assessment for more than 2 times during the employment period;

（3） The employee fails to pass the annual assessment once and is basically qualified for more than two times during the employment period;

（4） Refusing to confirm the appraisal results of the employment term without justified reasons.

Article 22 The term of employment assessment shall be carried out 90 days before the expiration of the term of employment. The basic procedures are as follows: (1) The teaching staff shall apply for the term of employment assessment and fill in the Registration Form for the Assessment of the Teaching Staff's Term of Employment (Annex 2);

（2） The assessment team shall, according to the regulations of the school, the unit and the employment contract,

In combination with the annual assessment during the employment period, various methods are adopted to assess by post category and determine the assessment results;

（3） Staff confirm the assessment results in writing;

（5） The assessment results of the employment period shall be submitted to the school assessment committee for approval and the Human Resources Department for filing;

（6） The assessment results of the employment period shall be stored in the personal files of the staff.

Chapter VI Use of Appraisal Results

Article 23 Ordinary assessment records are an important basis for determining the annual assessment grade.

Article 24 If the annual assessment is determined to be excellent, the secondary units shall reflect it in the reward performance; If the annual assessment is determined to be qualified or above, the salary grade shall be promoted according to relevant regulations; If the annual assessment is determined to be below the basic qualification level or the assessment is not conducted, the salary and length of service shall be subject to the relevant provisions of the state or the school;

If the annual assessment is determined as unqualified, the position can be adjusted. If the employee disagrees with the adjustment, the employment contract will be terminated; If the employee fails to pass the annual assessment for two consecutive years, the employment contract shall be terminated.

Article 25 The employment contract can be renewed with the agreement of both parties through consultation if the employment period assessment is qualified. The secondary units can determine new post grades and related benefits according to different levels of performance assessment.

If the employment term assessment is unqualified, the employment contract will expire and will not be renewed.

Article 26 If the teaching and administrative staff who have been punished by lowering their posts have been adjusted according to regulations and the annual assessment has been determined as unqualified, they shall not be deemed as unqualified in the annual assessment

Repeated processing by.

Chapter VII Review and Appeal

Article 27 If teachers and staff members are not satisfied with the assessment that they are basically qualified or unqualified, they may apply to the school assessment committee for review within 30 days from the date they know or should know about it. The Ministry of Human Resources is the acceptance unit for the school assessment review.

Article 28 When applying for reexamination, the applicant shall submit a copy of the application form, identity card and the appraisal result. If the applicant is not satisfied with the appraisal result of the employment period, he shall also provide a copy of the employment contract. The application may be submitted in person, by mail or by fax, and electronic submission is not acceptable. If it is submitted in person, the accepting unit shall issue a receipt on the spot. The application shall contain the following contents:

（1） Name, date of birth, unit, position, political status, contact information, mailing address and other basic information of the applicant;

（2） Items, reasons and requirements for review;

（3） Application date and applicant's signature.

Article 29 The accepting unit shall examine whether the application submitted by the applicant meets the conditions for acceptance, make a decision on acceptance or rejection within 15 days from the date of receiving the application, and notify the applicant in writing. If the application is rejected, reasons shall be given.

Article 30 The review meeting the following conditions shall be accepted:

（1） The applicant is the faculty member himself. If the person is incapacitated, partially incapacitated or dead, his close relative or guardian may apply on his behalf.

（2） The applicant is not satisfied with whether the assessment is basically qualified or unqualified;

（3） Put forward within the specified time limit;

（4） The application materials are complete and correct.

Those who do not meet one of the above conditions will not be accepted. The applicant shall be accepted if he/she supplements or corrects all the materials as required.

Article 31 The accepting unit shall make a review decision within 30 days after receiving the review application. If the circumstances are complicated, it may be extended appropriately, but the extension period shall not exceed 30 days at most. The review decision shall be stored in the applicant's personal file.

Article 32 Before making a decision on reexamination, the applicant may apply in writing for withdrawing the reexamination, and the accepting unit may decide to terminate the reexamination processing after receiving the applicant's written application for withdrawing the reexamination. The decision to terminate the review shall be notified to the applicant in writing.

Article 33 If the teaching and administrative staff are not satisfied with the results of the review, they may, within 30 days from the date of receiving the review decision, appeal to the competent department at a higher level in accordance with the Provisions on Appeals by Staff of Public Institutions.

Article 34 During the period of review and appeal, the faculty and staff members shall not stop the implementation of the annual assessment results, and shall not be lowered the grade of the annual assessment results due to the review and appeal.

Article 35 Under any of the following circumstances, the school shall revoke the assessment results and redefine the assessment grade:

（1） The facts on which the assessment is based are unclear and the evidence is insufficient;

（2） Violating the prescribed procedures and affecting the fairness of assessment;

（3） Exceeding his power or abusing his power to make an assessment decision.

Article 36 Under any of the following circumstances, the school shall change the assessment results:

（1） Incorrect application of rules and regulations;

（2） Incorrect identification of facts;

（3） The assessment results are obviously improper.

Article 37 If the assessment results of the teaching staff have been re determined or changed, and it is necessary to adjust the salary of the teaching staff, it shall be adjusted in accordance with the provisions.

If the salaries and benefits of the teachers and staff members who have been changed or whose assessment grades have been re determined suffer losses, they shall be compensated.

Chapter VIII Supplementary Provisions

Article 38 The assessment of personnel who have completed specific work tasks shall be carried out according to the requirements of the work tasks. The content and form of assessment shall be formulated and implemented by the unit that assigned the work tasks, and the assessment results shall be filed for future reference.

Article 39 The responsible persons at all levels of each unit who play favoritism and commit irregularities, retaliate in the assessment work, and the teaching and administrative staff who violate the code of good faith and falsify their performance, shall be dealt with according to the relevant provisions of the school.

Article 40 If there are other explicit provisions on the assessment of teaching staff in relevant documents or contracts, such provisions shall prevail; In the absence of such provisions, these Measures shall apply.

Article 41 The special circumstances encountered in the assessment work shall be studied and decided by the school assessment committee, and major issues shall be submitted to the president's office meeting or the standing committee of the party committee for study and decision.

Article 42 The terms "more than", "less than" and "expiration" as mentioned in these Measures all include this figure, and the terms "more than" and "not more than" do not include this figure.

Article 43 The Measures shall be interpreted by the Human Resources Department of the University, and shall come into force as of January 1, 2018. The original Interim Measures for the Annual Assessment of Staff and Workers of Wuhan University (WDR [2004] No. 77) shall be repealed at the same time. In case of any conflict between other relevant staff assessment documents of the University and this document, this document shall prevail.

Attachment 1:

Wuhan University Staff Annual Assessment Registration Form (Year)

Note: This form is limited to one page, and A4 paper is printed on one side.

Attachment 2:

Wuhan University Staff Employment Period Assessment Registration Form

Notice on Printing and Distributing the Tentative Measures for the Appointment of Professional and Technical Posts of Teachers in Wuhan University

In order to deepen the reform of the personnel system, further standardize the employment of professional and technical posts in schools, reasonably allocate and effectively develop human resources, according to the Teacher Law of the People's Republic of China, the Higher Education Law of the People's Republic of China and the spirit of relevant documents of the state and the Ministry of Education, This method is formulated in combination with the actual situation of our school's teaching staff Chapter I General Provisions Article 1 The professional and technical posts of teachers shall be appointed according to the principles of total quantity control, classified guidance, post setting according to needs, open recruitment, selective employment, strict assessment and contract management Article 2 In the employment of teachers' professional and technical posts, we should strengthen the awareness of the post, strictly grasp the conditions of employment, adhere to both ability and integrity, and implement the "one vote veto system" of teacher ethics Article 3 Teachers' professional and technical posts shall be classified into four categories according to their tasks and responsibilities: teaching oriented, teaching and scientific research oriented, scientific research oriented and social service oriented. According to the post level, teaching oriented and teaching and scientific research oriented teachers are divided into teaching assistants, lecturers, associate professors and professors; Scientific research oriented teachers are divided into research interns, assistant researchers, associate researchers (associate professors) and researchers (professors). Social service teachers are divided into research interns, assistant researchers, associate researchers and researchers Article 4 Teachers who apply for the same senior post shall apply every other year. If they fail to apply for the post at the next higher level in the current year, they shall stop applying the next year. The application shall be subject to the materials accepted by the secondary unit Article 5 Establish a scientific evaluation system, adhere to the combination of qualitative and quantitative, process and goal, and evaluate teachers' professional ethics, professional level and work performance. The evaluation results are an important basis for professional and technical posts

Article 6 Give full play to the role of professors' associations (professors' committees) and employment organizations at all levels in the employment of teachers' professional and technical posts, and gradually increase the proportion of overseas experts' evaluation of senior positions in academic evaluation Article 7 The school formulates the basic conditions for the appointment of teachers' professional and technical posts, and each unit formulates specific conditions for the appointment of teachers' professional and technical posts on the basis of not less than the basic conditions and in combination with the characteristics of its own discipline and the actual situation of its own posts Chapter II Post setting Article 8 Post setting principles. Post setting should follow the principles of science, standardization, optimization and efficiency, reasonably determine the total number of posts, standardize the setting of professional and technical posts for teachers at all levels and of all types according to the proportion of post structure, improve the classification and grading system of post setting, and strengthen macro-control and management Article 9 Post setting method. The school comprehensively determines the total number of teachers' posts according to factors such as career development, discipline construction needs, and the total number of staff. Senior teachers' posts are set according to secondary discipline points, and post setting disciplines are divided into three categories: a, b, and c, of which, a is the first level discipline doctoral degree authorization point (unit), and the second level discipline doctoral degree authorization point (discipline); Category b is the second level discipline master degree authorization point (discipline); Class C is a general discipline. Each discipline can choose the highest category of posts, and no double counting is allowed. In principle, the number of senior posts in class a discipline should be controlled at 65% of the total number of teachers in the discipline, the number of senior posts in class b discipline should be controlled at 50% of the total number of teachers in the discipline, and the number of senior posts in class c discipline should be controlled at 45% of the total number of teachers in the discipline The school can adjust the proportion of senior posts according to the specific conditions of each unit's disciplines and the teaching staff. In principle, the fluctuation should not exceed 10%. The headmaster has a certain right to adjust posts Each unit shall formulate its own specific post setting plan according to the total number of posts and structural proportion approved by the school. Among them, intermediate and lower posts shall be set by each unit independently, and senior post setting plan shall be submitted to the school for approval Article 10 Post type (I) Teaching oriented post: teachers and general required courses (recognized by the Academic Affairs Department) who undertake the general required courses of the whole school, including ideological and political theory courses, college English, college physics, college chemistry, advanced mathematics, computer foundation and application, college Chinese, sports, military theory, mapping courses (recognized by the Academic Affairs Department) % of teachers can apply for teaching as

Rules for Annual Assessment of Teachers. doc

In order to do a good job in the annual assessment of our school seriously, the detailed rules for the implementation of the annual assessment of teachers (trial) are hereby formulated according to the spirit of the documents of the Personnel Bureau and the Education Bureau, as well as the relevant provisions of the higher authorities, and in combination with the actual situation of our school. 1、 The leader of the organization assessment leading group is the president, the deputy leader and the vice president, and the members include some members of the school committee (designated and elected) and teacher representatives. 2、 Assessment object 1. Formal in-service personnel, professional technicians and workers of our school. 2. Those who took part in the work in that year will only participate in the assessment, and the grade is uncertain. 3、 Assessment grades and excellent proportion: 1. The assessment grades are excellent, qualified and unqualified. 2. The outstanding proportion is generally controlled within 15% of the total number of people participating in the assessment; After being rated as advanced collective by the municipal party committee and administrative units above the municipal government in that year, the outstanding proportion can be increased to 15% (tail removal method). 4、 Assessment methods and procedures 1. Adopt quantitative assessment as the main method, supplemented by democratic assessment. 2. Assessment procedures: (1) individual summary, fill in the annual assessment registration form; (2) According to the materials, certificates and assessment objects provided by each department and the President's Office

Effective materials and certificates shall be scored item by item by the assessment team; (3) Conduct democratic evaluation; (4) The assessment team deliberates one by one, accumulates the points of all personnel in line, and preliminarily introduces each grade in combination with democratic assessment; (5) The leading group shall review, publicize and report the assessment results. Assessment method 1. Regular assessment (cumulative score of regular assessment) accounts for 40%, and year-end assessment accounts for 60%. (Year end assessment score=political and ideological score × 15%+assessment leading group score × 60%+democratic assessment score × 15%+bonus item × 10%) 2. Calculation method: annual assessment score=peacetime assessment × 40+year-end assessment × 60% 3. peacetime assessment is subject to the total score of annual performance assessment. The assessment leading group scored (100 points) in the following aspects: (1) Teacher's ethics cultivation: (20 points) Evaluation criteria: teaching according to law, loving the job, loving students, rigorous scholarship, unity and cooperation, respect for parents, honesty in teaching, and being a teacher. Full marks will be given to those who reach the goal. 5-10 points will be deducted in case of violation of one of the following circumstances: 1. In work, words and deeds violate the Party's principles, policies and various laws and regulations; 2. Personal words and deeds affect work order, others' work, unity, and cause conflicts, fights and quarrels among comrades; 3. Those who spread negative comments, work negatively, gossip and affect the reputation of the school; 4. Those who do not charge fees according to regulations, charge fees arbitrarily, sell teaching materials to students, make up for tuition fees in and out of school, and ask for parents' property;

Detailed Rules for the Implementation of Annual Assessment of Faculty and Staff

The Detailed Rules for the Implementation of the Annual Assessment of Teachers and Staff are hereby formulated in accordance with the spirit of relevant provincial and municipal documents and in combination with the actual situation of our school in order to correctly evaluate the moral and talent performance and work performance of teachers and staff, encourage teachers and staff to improve their political and professional quality, earnestly perform their duties, and provide a basis for promotion, employment, rewards and punishments, training, dismissal, performance salary distribution and other work. 1、 Scope of assessment (I) The in-service staff of the whole school within the assessment year (excluding talent leasing personnel, employed personnel and re employed personnel). （2） For those who have gone through the procedures of secondment due to work needs, are seconded by an external unit or assigned to other units for further study, temporary training and volunteer teaching, the other unit shall provide assessment materials, and the department within the school shall determine the assessment grade. If the employee has worked outside for less than half a year in the assessment year, the department within the school shall be responsible for the assessment. In the second half of the year, those transferred to our school will be provided with assessment materials by the original transfer out unit, and the current department in the school will determine the assessment grade. （3） All kinds of newly accepted personnel (other newly recruited personnel who have never participated in the work and have not yet been confirmed to rank) in this assessment year will participate in the annual assessment, and only write comments, with uncertain grade, as the basis for job rating. （4） For personnel sent abroad by the government within the approved period, their original departments shall urge them to provide annual learning summary, and the original departments shall determine the assessment grade.

（5） The faculty and staff members who have taken sick leave (except those injured on business) or personal leave for more than half a year in total will not participate in the annual assessment. （6） In the year when the faculty and staff members are given a warning, they shall participate in the annual assessment and determine the grade, but shall not be determined as the excellent grade; During the period of demerit recording, demotion or dismissal, he/she will participate in the annual assessment, and only write comments, with no fixed grade. In the year of and after the termination of the punishment, his/her annual assessment will not be affected by the original punishment. Those who are suspected of violating laws and disciplines and have been put on file for investigation but have not yet closed the case, shall participate in the annual assessment, without writing comments, and may not be graded; If no punishment or warning is given after the case is closed, the comments and grades shall be supplemented according to the regulations. 2、 Assessment contents and standards (I) The assessment contents are divided into four aspects: morality, ability, diligence and performance, with emphasis on the assessment of actual performance. Morality: mainly assess political and ideological performance and professional ethics performance; Capable: mainly assess the business technology level, management ability, business technology improvement and knowledge update; Diligence: mainly assess the working attitude, diligence and professionalism and compliance with labor discipline; Performance: mainly assess the performance of duties, the quantity, quality, efficiency of tasks completed, the level of results achieved, and social and economic benefits. （2） The assessment standard shall be based on the job responsibilities and annual work tasks. Different types of personnel are in different positions, so the assessment shall be based on the actual situation. The assessment results are divided into four grades: excellent, qualified, basically qualified and unqualified. The basic criteria for each grade are:

The latest quantitative assessment rules for school teachers

The detailed rules for quantitative assessment of school teachers are to correctly evaluate teachers' moral and talent performance and work performance, encourage and urge teachers to improve their political and professional quality, earnestly perform their work responsibilities, and formulate this plan in combination with the actual situation of our school. The assessment shall be carried out in the principles of objectivity, impartiality, democracy and openness, and focus on performance. The results of the annual assessment are an important basis for appointment, renewal, merit evaluation and professional title evaluation. The assessment content is divided into five items: 1. Professional ethics (10 points), 2. Work ability (30 points), 3. Attendance (10 points), 4. Work process (20 points), 5. Actual performance (30 points), 1. Professional ethics (10 points) (1) If one of the following circumstances occurs, it is unqualified, and this item will not be scored, and will be rejected by one vote. 1. Those who violate the four basic principles, find out among teachers that there are serious and contradictory statements to the Party's line, guidelines and policies, or participate in feudal superstition and heresy activities, resulting in adverse effects, 2. Those who violate laws and regulations and are subject to public security punishment or party discipline and political discipline punishment, 3. Those who cause serious damage or adverse effects to the school or teachers and students due to dereliction of duty, 4. Those who seriously violate school rules and disciplines, Those who seriously damage the image of the school, 5 corporal punishment or insult students, 6 repulse underachievers and cause loss, (2) those who have one of the following circumstances cannot be rated as excellent, and 1/2 of the score of this item will be deducted. 1. Occasional corporal punishment, or stopping students' classes at will, causing adverse effects; 2. In disguised form, corporal punishment or insulting students' personal dignity, or discriminating against underachievers, causing adverse effects; 3. Arbitrary charges among students, causing adverse effects; 4. Gossiping, creating conflicts, and affecting unity; 5. Those who should participate in collective activities, meetings or studies without asking for leave and without reason, and who have accumulated more than two times (two times in total) in each period, 6 who are absent from class for more than two times (two times in total) without reason, or who are otherwise detrimental to the image of teachers. （3） Quantitative points shall be applied for the following work. 1. 1.5 points shall be deducted for each absence for political and business study and meeting without reason, 0.5 points shall be deducted for each lateness or early leave, and communication tools shall not be closed during meeting and study

According to the meeting, learn the discipline every time 5 points. 2. Obey the assignment, complete all tasks on time, abide by the school discipline, perform the work duties without being forceful, and be able to undertake the task of guiding lower level teachers. 3. Implement the course plan and do not transfer classes at will. 0.5 points will be deducted for failing to follow the class schedule or prepare lessons as required. 4. 0.2 points will be added for each (item) with innovative consciousness and reasonable suggestions, and the maximum score is 2 points. 5 Those who should participate in collective activities, meetings or studies for more than two times (including two times) accumulatively in each period without asking for leave; 6 Absenteeism for more than two (two in one) days without reason, or other activities that damage the image of teachers. （3） For the following work, quantitative points shall be given: 1. 1.5 points shall be deducted for each time of political, business learning, and absenteeism without reason at meetings; 0.5 points shall be deducted for each time of being late or leaving early; communication tools shall not be closed during meetings and learning, and 0 or 5 points shall be deducted for each time of ignoring meetings or learning disciplines. 2. Obey the assignment, complete all tasks on time, abide by the school discipline, perform the work duties without being forceful, and be able to undertake the task of guiding lower level teachers. 3. Implement the course plan and do not transfer classes at will. 0.5 points will be deducted for failing to follow the class schedule or prepare lessons as required. 4. 0.2 points will be added for each (item) with innovative consciousness and reasonable suggestions, and the maximum score is 2 points. 5. It is forbidden to sit and watch lectures or smoke in the classroom, otherwise 2 points will be deducted for each item. 2、 Working ability (30 points) (I) Workload (20 points) The total amount of work of teachers is calculated according to the formula, and the full score is 20 points. （2） Professional ability (10 points) 1. Careful ideological work, not to delay in case of trouble, active decomposition, and proper way to eliminate contradictions. Indeed, contradictions and disputes that cannot be resolved need to be reported to the school in writing. Able to educate students at any time according to the specific situation, regardless of class, inside or outside the campus. One point will be deducted at a time for no education (based on the reflection of people inside and outside the school) if students are found to have violated discipline.

Detailed Rules for Quantitative Assessment of Faculty

The Detailed Rules for Quantitative Assessment of Teachers and Staff assess teachers from five aspects: morality, ability, diligence, performance and learning, and the full score is 100. The assessment results shall be used as the basis for awarding teaching achievement awards, annual assessment and filling in teachers' business files. 1、 Virtue (4 points) 1. Full marks will be given if you perform well in politics and ideology, abide by the Code of Professional Ethics for Primary and Secondary School Teachers, and abide by the eight prohibitions on teachers' teaching behavior in Linqu County. Those who violate the eight prohibitions and are investigated and dealt with above the street level will be deducted 2 points at a time, those who are investigated and dealt with in the school will be deducted 1 point at a time, and those who are investigated and dealt with by the superior department will be rejected with one vote of excellent teacher ethics assessment. 2 points will be deducted for each violation of laws and disciplines. 2. If the investigation and treatment of "absenteeism" is true, the teacher's ethics item is directly determined as 0, and the teacher's ethics assessment of the semester is unqualified. 0.5-1 points will be deducted for those who do not arrive on time at school bus and various duty posts; If a safety accident due to failure to perform duties has a significant impact and is criticized by a special notice, 2 points will be deducted each time, and more than two times will be accumulated each semester, and the teacher's ethics assessment is unqualified. This item shall not be deducted. 3. Ignoring the regulations of the school, if you park your private car in the campus during normal classes, you will be deducted 1 point if you enter or leave the school during working hours. If you park your private car in violation of the regulations, you will be warned for the first time, and 0.2 points will be deducted for the second and subsequent times. 4. Violating school regulations and being criticized by the school in a notice, such as being late, leaving early, being absent, or being absent from the classroom, will be deducted points depending on the circumstances. (Publicized by the Moral Education Department according to the notification) II. Ability (23 points) 1. Teaching routine: 13 points (1) Weekend homework (4 points): The inspection was carried out according to the Interim Measures for the Examination of Weekend Work of Dongcheng Bilingual School and the Scoring Measures for the Examination of Weekend Work of Dongcheng Bilingual School, in the form of spot check. The weekend work of departments at all levels was inspected, and the existing problems were recorded, The score will be deducted to the relevant teacher. If there is no problem, the score of this item will be 4 points. The teacher who should not submit the item will not be scored. Self inspection, self-evaluation and publicity by the level department shall be submitted to the assessment team for filing after the teacher signs at the end of the semester. (2) Classroom assignments (2 points) and lesson preparation courseware (2 points): Departments at all levels independently check and report the data to the performance assessment leading group according to the requirements and management measures of Dongcheng Bilingual School's electronic lesson preparation, courseware production courseware and electronic whiteboard use, classes, classroom assignments and weekend assignments. Teachers without this item shall be scored according to the lowest grade. Teachers who should not hand in this item during inspection will not be scored. (3) Classroom teaching ability: 5 points. a. Teachers' professional quality evaluation (50%) (a) Goal description (50%) Carry out goal description contest in combination with the goal description activity organized by the county teaching and research office. The contestants are divided into two grades according to the proportion of A (40%) and B (60%), and the teacher's performance is calculated by 10 points and 8 points. (b) The class study report selection (50%) is carried out in combination with the class study report selection activity organized by the county teaching and research office. The contestants are divided into two grades according to the proportion of A (40%) and B (60%). The teacher's score is 10 points and 8 points. b. Teaching performance evaluation (50%) According to the final examination results, the teacher's personal score is 10 points higher than that of the comparison school, and 7 points lower than that of the comparison school

Performance Assessment Rules for Primary School Teachers. doc

The Detailed Rules for the Performance Assessment of Mingde Primary School Teachers (revised) are formulated in accordance with the Measures for the Performance Assessment of Teachers and Staff in Yuyang District Compulsory Education Schools, the Measures for the Performance Assessment of Teachers and Staff in Qinhe Township Compulsory Education Schools, and in combination with the regular management system of school education and teaching. 1、 Guiding ideology 1. Make scientific and objective evaluation of teachers' work based on facts. 2. Reward the diligent and punish the lazy, and fully mobilize the enthusiasm of teachers. 3. The evaluation results are the main basis for teachers' annual assessment, professional title promotion, selection and performance salary. 4. Promote the healthy and sustainable development of schools. 2、 Assessment object, time and authority 1. All public teachers in the school, excluding substitute teachers. 2. The assessment cycle is semester, and the assessment results of each teacher are calculated at the end of each semester according to the assessment rules. 3. The volunteer teachers, the teachers who leave the training, and the teachers who are really unable to work due to illness or other special reasons shall be assessed according to the provisions of the relevant departments. 3、 Assessment content and quantitative standard (I), attendance (10 points) 1 point will be deducted for 3 days of sick leave, 1 point will be deducted for 1 day of personal leave, and 3 points will be deducted for 1 day of absenteeism. No negative points will be counted until all points are deducted for this item. Holidays such as weddings and funerals shall be implemented according to the spirit of relevant documents. The assessment shall be based on school attendance records and teachers' leave notes. （2） Workload (30 points) 1. Discipline teaching workload. The number of weekly discipline teaching sessions × coefficient is the discipline workload. Discipline workload coefficient: English coefficient is 1.2, and others are 1. 2. The management volume is converted into the workload of the discipline. The teaching director records 10 workload per week, the vice president and the general affairs director record 8 workload per week, and the teaching and research team leader records 2 workload per week; Young Pioneers' team counselors work 2 times a week; Audio visual education administrator has 2 workload per week; Book and instrument management: 2 workload each week; The reading room manages three workloads per week; Newspapers and magazines receiving and dispatching 2 jobs per week; Keep three workloads per week; The school manages flowers, plants and trees 2 times a week. 3. The amount of teachers replacing classes. If a teacher asks for leave within one week, it shall be approved by the principal, and the Education Department shall arrange 0.5 workload for each class at zero time; If a teacher asks for leave for more than one week but less than one month and is approved by the Education Management Center, the school will arrange corresponding teachers to take the place of classes, and each class hour will be recorded as one workload; If the teacher asks for leave for more than one month, record the corresponding course workload for the teacher. The teacher's replacement amount is calculated as the average weekly replacement amount at the end of the period. 4. The teacher's class workload=weekly subject curriculum workload+weekly management workload+weekly average replacement workload. 5. The workload of teachers=the number of examinees × 30 ÷ the total workload of teachers in the school × the workload of teachers' class hours. （3） Education and teaching process (30 points) 1. Lesson preparation (6 points). Teachers are required to prepare corresponding lesson plans for their subjects. The specific requirements are in accordance with the provisions on lesson preparation in the Management Rules for Qinhe Township Teachers and Education and Teaching Work. The school adopts the method of usual review and signature registration and comprehensive inspection at the end of the period. 0.1 points will be deducted for each class hour missing in the final inspection. Preparation is simple, 0.1 points will be deducted for each item if the teaching links are incomplete, the handwriting is scrawled, and the title of the cover is incomplete, and the teaching plan is not prepared as required by the school. No points will be given for this item if there is no teaching plan and the old teaching plan is used. (Based on the registration form of teaching plan review and signing and the quantitative evaluation form of teaching plan inspection of the school) 2. Classroom teaching (6 points). Classroom teaching of teachers is quantitatively evaluated according to the requirements of classroom teaching in the Management Rules for Qinhe Township Teachers Team and Education and Teaching Work, and teachers' class situation is regularly checked. 0.1 points will be deducted if they are late and leave early once in the inspection process, 0.5 points will be deducted for each class absenteeism. 0.1 points will be deducted if there is no lesson plan for class or the prepared lesson plan is inconsistent with the teaching process. The deducted points will be accumulated in the total score of quantitative assessment of classroom teaching. 3. The homework correction and guidance (8 points) shall be checked in accordance with the requirements of the Management Rules for Qinhe Township Teachers, Education and Teaching Work. The combination of routine spot check and final check shall be adopted. If the amount of homework in the check or spot check fails to meet the standards required by the school, 0.1 points shall be deducted for each missing homework. If the homework is not corrected in time, 0.1 points shall be deducted for each missing homework. If the homework is not corrected in time, 0.1 points shall be deducted for each missing homework, 0.01 points will be deducted if obvious errors and omissions are found, and 1 point will be deducted if there is no record of homework correction. If homework correction does not comply with the requirements of the school, homework is generally scrawled, the cover is untidy, and parents report, 1 point will be deducted if there are obvious problems after the school's investigation and verification. (Based on the feedback form of homework inspection) Teachers must incorporate excellence and compensation into the education and teaching process and do a good job in the accumulation of process data. It is required that every semester there should be a complete plan for excellence and compensation, detailed records, effect analysis and summary. Each item of the plan and summary accounts for 0,5 points, and the record accounts for 1 point. At the end of the period, inspection should be organized to quantify the score. 4. Teaching and research activities (6 points) Actively participate in the political and business learning organized by the school, actively participate in various teaching and research activities, and complete the listening tasks arranged by the school. Subject teaching plan, political learning, business learning notes, training notes, examination paper analysis, and lecture notes each account for 1 point. 0.1 points will be deducted for each item of low quality and insufficient quantity. 0.01 points will be deducted for each missing training or teaching research activity. According to the requirements of the school, teachers will attend at least 20 lectures each semester, and 0.05 points will be deducted for each missing lecture note. 5. Distance education training and resource utilization (2 points) Actively participate in the distance education related training of the school, make full use of modern distance education equipment and resources, serve classroom teaching, carefully select distance education resources and courseware to have good multimedia classes, and the teaching office adopts random inspection at ordinary times and summary inspection at the middle and end of the semester to check the teaching and registration of the electronic classroom and the construction of teachers' personal resource package, Each teacher is required to have at least 10 classes in the E-classroom every semester, and the courseware storage is not less than 15 pieces (filed in the end of the semester) and consistent with the content of the class. 0.05 points will be deducted if no one is missing, 0.05 points will be deducted if no courseware is missing, and full marks will be given for teachers over 50 years old. 6. Performance of safety management responsibilities (2 points) Teachers should conscientiously perform their own job responsibilities, do a good job in various work tasks arranged by the school and actively do a good job in safety education and safety prevention for students. In this semester, if there is no safety accident within the management responsibilities and time zone of teachers, this item will be given full marks. In case of safety problems, in addition to assuming corresponding responsibilities, No score for this item. （4） Education and teaching performance (25 points) 1. Teachers' professional ethics (5 points) requires teachers to strictly abide by the Code of Professional Ethics for Primary and Secondary School Teachers, and those who violate the code of ethics for teachers and cause certain influence will not be scored in this item; 0.5 points will be deducted each time for refusing or failing to complete the work tasks uniformly arranged by the school without special reasons until none is left. 2. The completion of work tasks (10 points), and the corresponding tasks of discipline teaching determined at the beginning of the semester, full score for this item. The final examination shall be carried out according to the teaching schedule of each subject. Those who have not completed the teaching tasks of the subject shall be deducted corresponding scores according to the teaching schedule. (In addition to the examination evaluation organized by the school, other disciplines are evaluated by the discipline teachers, and the evaluation results are submitted at the end of the period. Those who fail to evaluate and submit them in time will be deducted 1 point; experimental teaching requires experimental teaching schedule, experimental teaching master plan, experimental drug notice, experimental records, and student experimental report. 0.2 points will be deducted for each missing item during inspection, and 0.1 points will be deducted for each item in time) 2 Teaching achievements (10 points): the passing rate and average score standard of each subject in each grade shall be determined according to the achievements of each subject in the past three years. Full score for those whose passing rate and average score both meet the standard. For those who fail to meet the standard, 1 point will be deducted for every 5 percentage points reduction in passing rate, and 1 point will be deducted for every 3 points reduction in average score; Deduct points according to corresponding standards. For teachers who do not have unified test scores, their teaching scores shall be determined by democratic evaluation of the assessment group according to their work attitude and the completion of their work tasks. （5） Students' (parents') evaluation (5 points) The school formulates evaluation forms and distributes them to the teachers' students and parents for democratic evaluation of teachers' ethics, teaching level and ability, teaching management and other aspects. 4、 Allocation method of class adviser's allowance: according to the quantitative rules of class management of the school, the work of the class adviser in a semester will be evaluated quantitatively, and the grade will be reported to the Education Management Center to cash the allowance. 5、 Leader of the assessment team this semester: Zhang Zhihong Deputy leader: Zhuang Pengfei Gao Hongwei

Ranking of Chinese Liberal Arts Universities

Ranking of China University of Arts Ranking No.1 of China University of Arts Major of Peking University: Philosophy: Philosophy, Logic, Religious Economics: Economics, International Economy and Trade, Finance, Law: Law, Scientific Socialism and International Communist Movement, Sociology, Social Work, Political Science and Administration, International Politics, Diplomacy Ideological and political education literature: Chinese language literature, Chinese language, classical literature, English, Russian, German, French, Spanish, Arabic, Japanese, Persian, Korean, Filipino, Sanskrit Pali, Indonesian, Hindi, Burmese, Mongolian, Thai, Urdu, Hebrew, Vietnamese, journalism, advertising Editing and publishing, radio and television editing and directing history: history, world history, archaeology, museum management: information management and information systems, business management, marketing, accounting, financial management, human resources management, administrative management, public affairs management Library Science No.2 Key Discipline of Renmin University of China: Philosophy: Philosophy Ethics Marxism Principles History of the Communist Party of China History of the Chinese Revolution Political Science Economic Management: Economics International Economy International Trade Country Name Economic Management

Statistics Industry Economy Trade Economy Enterprise Management Marketing Real Estate Operation Management International Enterprise Management Land Management Investment Economy Agriculture Economy Environment Economy and Management Commodity Science Labor Economy and Human Resources Management International Finance Insurance Money Banking Finance Accounting International Accounting Economy Information Management Administration Literature: Journalism Radio Television News Advertising Demography Chinese linguistics, history, archives, science and technology, archives, sociology, English, Japanese, Russian, No.3 Key disciplines of Fudan University: Philosophy: Marxist philosophy, foreign philosophy, political economy and economics: world economy, finance, industrial economics, political theory, international relations literature: ancient Chinese literature, Chinese philology, communication, historical geography. No. 4 Key Discipline of Nanjing University: Social Discipline Famous Discipline: Nanjing University's Liberal Arts ranks the fourth in China's universities. Among the seven liberal arts disciplines, philosophy ranked first, economics ranked eighth, law ranked seventh, literature ranked third, history ranked first, and management ranked eighth; Nanjing University has no undergraduate education major. No. 5 Key Disciplines and Specialties of Wuhan University: The liberal arts of Wuhan University ranks the fifth in China. Among the 7 liberal arts disciplines, philosophy ranked 4th, economics ranked 5th, law ranked 3rd, literature ranked 9th, history ranked 13th, and management ranked 3rd; Wuhan University has no undergraduate education major.

Measures of Wuhan University for Assessment of Faculty and Staff

In order to deepen the reform of the personnel system, impartially evaluate the moral and talent performance and work performance of the staff, encourage the staff to improve their ideological and political quality and professional ability, stimulate the enthusiasm of the staff to perform their duties, and provide a basis for the staff to adjust their posts and renew their employment contracts. These Measures are formulated in accordance with the spirit of the Regulations on Personnel Management of Public Institutions and the Articles of Association of Wuhan University. Article 2 The assessment shall adhere to the principles of objectivity, impartiality, democracy and openness, focusing on actual performance and comprehensive assessment, and shall be carried out in an objective and authentic way by combining qualitative assessment with quantitative assessment. The assessment work should reflect the post responsibilities and characteristics of personnel in different post categories as far as possible, and adhere to the classified assessment; The work of establishing morality and cultivating talents should be put in the first place in the performance appraisal of teaching staff. Article 3 The assessment of teaching staff is divided into peacetime assessment, annual assessment and employment period assessment. Article 4 The scope of assessment includes the teachers, management personnel, other professional and technical personnel and workers in Wuhan University. Chapter II Assessment Organization Article 5 The school assessment committee is responsible for the assessment of all teachers and staff in the school

The director of the membership committee is the school leader in charge of personnel work, and the members are the heads of the Party Committee Organization Department, the Personnel Department, the Discipline Inspection Commission Supervision Department, the Party Committee Propaganda Department, the Audit Department, the Labor Union, the Undergraduate School, the Graduate School, the Research Institute of Science and Technology Development, the Institute of Humanities and Social Sciences, the Laboratory and Equipment Management Department, the International Exchange Department, the Finance Department and other units. The daily affairs of the school assessment committee shall be undertaken by the Personnel Department. Article 6 The responsibilities of the school assessment committee are: (1) to formulate the implementation plan for the assessment of teachers and staff; （2） Organize, guide and supervise the assessment work of the whole school; （3） Examine and approve the annual assessment and employment period assessment results of all secondary units; （4） Accept the review application of teachers and staff who are not satisfied with the assessment results. Article 7 Each secondary unit shall set up an assessment working group to be specifically responsible for the assessment of its own unit. The assessment working group of colleges (departments) and directly affiliated units is composed of the main party and government leaders, trade union leaders, etc. The secretary of the branch party committee (directly affiliated party general branch) is the first responsible person. The main person in charge of the subordinate organs of the Party organization relationship and the units directly under the Party Committee is the first responsible person. Article 8 The responsibilities of each assessment working group of the school are: (1) to formulate specific rules for the assessment of teachers and staff of the unit; （2） Be responsible for the specific implementation of the assessment work of the unit; （3） Determine the results of the annual assessment and employment period assessment of the staff of the unit; （4） Cooperate with the school to deal with the relevant investigation and handling of review.

Detailed Rules for Teacher Work Assessment

Detailed Rules for Assessment of Teachers' Work I. General Rules To encourage teachers to be proactive, form a good atmosphere of teachers' hard work, high dedication, noble morality, and all for the sake of students, improve their professional level and work efficiency, and ensure the quality of education and teaching, the detailed rules for assessment of teaching work are hereby formulated according to the provisions of the school teachers' workload assessment method and class hour allowance implementation method. 2、 Organization and leadership of assessment work: the daily assessment of teaching work is conducted under the direct leadership of the leader in charge of the school. Set up an evaluation team: team leader: Peng Lin, deputy team leader: Liu Haitang, team members: Tang Xihan, Li Hongmei, Chen Shikui, Cao Yong, Zhou Yongsheng, Mo Shengbin, Liu Jiju, Dong Hongjun, Li Huiying, Bi Ci'an, Chen Xinhua, the great nation of five. 3、 Responsibilities of the assessment team: 1. Regularly check the teaching plan, teaching log, teaching plan and homework correction of each teacher; 2. Check the teaching situation of teachers, and participate in public classes, research classes, and random classes (commonly known as push door classes); 3. Regularly carry out student evaluation activities; 4. Check and spot check the attendance and class of teachers; 5. Participate in the periodic inspection of teaching quality of teaching units and practice projects; 6. Participate in the assessment of teaching work at the middle and end of the semester; 4、 Calculation and utility of teachers' workload: 1. The workload shall be calculated according to the relevant provisions of the school's assessment work. 2. If the teacher has taught more than one class, one additional class hour per week will be added; Two class hours will be added for those who cross two heads. 3. The teacher gives a test paper and converts it into two classes. 4. Teachers' participation in organizing large-scale reports, large-scale education and teaching activities can be converted into workload of 1-8 class hours according to the workload arranged by the Academic Affairs Department. 5. Other temporary tasks shall be verified by the Academic Affairs Section and signed by the principal in charge

The translation shall be submitted to the President for approval. 6. The class hours exceeding the normal workload are overtime, and the allowance shall be calculated according to the overtime standard. 7. When the workload of teachers is insufficient, artificial balance will not be carried out in principle. The Academic Affairs Section will report the actual situation to the school, which will implement it according to the relevant management regulations. 5、 Detailed rules for assessment and grading of teachers' work: The assessment of teachers' work follows the principles of combining qualitative and quantitative assessment, combining peacetime and concentration, combining leadership and the masses, combining department review with student evaluation of teaching, and carries out assessment from four aspects: political and ideological performance, work attitude and work style, professional ability and work performance, and teaching evaluation. 1. Political and ideological performance: those who violate the law and discipline, insult and corporal punishment students and cause adverse effects are deemed unqualified. 2. Work attitude: focus on the assessment, obey the work arrangement and teaching scheduling, do not buck passing, do not hand over contradictions, and earnestly perform work duties; Complete various plans on time; Attendance; The situation of doing things unrelated to class (such as answering and calling mobile phones) in class; Completion of various tasks assigned by leaders. 4 points will be deducted each time for evading the work arranged by the department without proper reasons; Those who refuse to accept the job arrangement shall be reported to the school for handling according to relevant regulations; In addition to the implementation of school attendance management regulations, 5 points will be deducted for absenteeism; 3 points will be deducted for those who are late or leave early; Those who have no lesson plan will be regarded as absenteeism, and 3 points will be deducted; Deduct 3 points each time when taking classes (or coaching) after drinking, or answering mobile phones in class (or coaching); 2 points will be deducted each time students are instructed to correct their homework if they fail to do so in time; The teacher listens to two classes every month, and 2 points will be deducted for each failure; 2 points will be deducted each time when using the office computer to play online games during working hours, and 2 points will be deducted each time when the teaching and research team fails to arrange the duty properly and is irresponsible. In one of the following three cases, the first class one vote veto will be applied: absenteeism; Corporal punishment of students; Disobeying the arrangement; No lesson plan, etc. 3. Work quality and performance: focus on assessing the development and implementation of plans; Teaching plan preparation; coach; Classroom teaching; Pass rate of final examination or internship project assessment; Writing and publishing research papers. 1 point will be deducted for each item if the teaching materials (teaching schedule, teaching diary, sub volume, examination paper analysis table, lecture notes, etc.) are not submitted on time. In principle, the Academic Affairs Department requires teachers under the age of 40 to provide teaching materials, classroom teaching, teaching methods

School teacher assessment system

School teacher assessment system, general rule 1. Teachers shall participate in the assessment from the probation period, and the assessment shall be conducted once a school year in principle. 2、 The assessment results of teachers shall be recorded in the school teachers' personal business files. 3、 The assessment results of teachers are linked to the advanced evaluation, bonus payment, rank determination, etc. at the end of the term, and play a leading role. 4、 The assessment results of teachers are divided into four grades of ABCD according to their scores, and those listed in Grade A (above 90 points) are eligible for promotion; Those listed in B, C, etc. remain at the original level; Those listed in Grade D (below 60 points) shall be degraded for use. 2、 The assessment method is divided into business assessment and comprehensive assessment. 1、 Business assessment: it refers to the assessment of teachers' professional ability and personal quality. The Vice President in charge of teaching and the Office of Academic Affairs are responsible for the business evaluation. The forms of business evaluation can be diversified. The assessment is based on the hundred point system, and the score weight accounts for 50% of the total assessment score. 2. Comprehensive assessment: it refers to the comprehensive assessment of teachers' ability and diligence. The main assessment contents include responsibility, love and patience for students, education and teaching effects, collaboration between colleagues, personal accomplishment, feedback from the head of family, etc. The comprehensive evaluation shall be carried out level by level, based on the hundred point system, with the score weight accounting for 50% of the total evaluation score

1、 All scores shall be given anonymously by the temporary supervisor designated by the Teacher's Congress. 2、 If the number of collective voters exceeds 10, the average score shall be calculated after removing the highest score and the lowest score. 3、 The feedback of parents' opinions shall be carried out by the parent committee of the school's administrative organization, and the feedback results shall be announced at the administrative meeting. The administrator must consider the parents' opinions when scoring. 4、 In case of any of the following situations, 5-20 points can be added as appropriate: 1. Outstanding educational and teaching achievements that have brought significant impact to the school. 2. Actively giving advice to the school and receiving good results. 3. The stable rate of students in the class reaches 100%, and the main teachers can get extra points. 4. Organizing students to participate in various off campus competitions or activities, winning awards or obtaining good social response. 5. Other types that bring good effects to the school work and are nominated by the Parent Committee or proposed by the Executive Council to add points. In case of the following circumstances, scores shall be deducted as appropriate: 1. 20 points shall be deducted for each corporal punishment and corporal punishment in disguised form. 2. 10 points will be deducted at a time if the parents complain about the mistakes in education and teaching. 3. 20 points will be deducted for each quarrel with parents and their rude words and deeds. 4. If students' personal injury, school property damage and school image damage are caused by work mistakes, 5-20 points will be deducted as appropriate. 5. The parents of the students in their classes who transfer to other schools are found to be dissatisfied with the teachers. 10 points will be deducted for each person time. 6. 20 points will be deducted for each person who asks for parents' property or uses their parents' relationship to seek personal gain.

Measures for Evaluation and Employment of Professional Degree Graduate Tutors of Wuhan University

In order to meet the needs of the development of professional degree graduate education, strengthen the construction of professional degree graduate guidance teachers (hereinafter referred to as professional degree graduate tutors) in Wuhan University, and build a high-level "double qualification" that is compatible with professional degree graduate education and combines full-time and part-time work The Measures are formulated in accordance with the spirit of relevant documents and in combination with the actual situation of our university. Article 2 Tutors of professional degree postgraduates are important posts to guide and train high-level applied professionals who meet the practical work needs of specific occupations in society. The system of evaluation and appointment is implemented for the professional degree graduate tutors in our university. Article 3 These Measures are applicable to the evaluation and employment of supervisors of doctoral and master degree postgraduates in our university. Chapter II Principles of Evaluation and Employment Article 4 The evaluation and employment work shall be conducive to optimizing the structure of the professional degree postgraduate tutor team, expanding the scale of the professional degree postgraduate tutor team, and improving the overall quality of the professional degree postgraduate tutor team. Article 5 The evaluation and employment work shall be conducive to the implementation of the principle of classified guidance and training for different types of graduate students, deepening the reform of the training mode of professional degree graduate students, and improving the quality of professional degree graduate students and degree awarding. Article 6 Each training unit shall actively build a professional team of professional degree graduate tutors, and gradually increase the proportion of full-time professional degree graduate tutors. In principle, each applicant can only participate in the selection in one professional degree field. Those who have the qualification of tutor for academic degree graduate students can also serve as a tutor in a professional degree field if they meet the requirements of relevant professional degrees. Article 7 The evaluation and employment work shall adhere to the standards, strict requirements, ensure the quality, and be fair, just, open and reasonable. Chapter III Evaluation and Employment Conditions

Article 8 In addition to the age, professional title, educational background, professional ethics, etc., who must meet the selection conditions of the university for postgraduate tutors, the applicants for professional degree tutors should meet the following basic conditions: (1) They should have rich practical experience in the corresponding professional degree industry and maintain close contact with the industry, Presided over or participated in the research and development of industry related topics. （2） Be familiar with the nature, characteristics and training objectives of professional degree education, understand the current situation and development trend of professional degree education, have the ability to solve practical problems and practice technology in the field of professional degree, and can independently guide professional degree graduate students to carry out practical activities and degree argumentation work. （3） In recent three years, he has presided over or undertaken various horizontal scientific research projects, and has a certain amount of scientific research funds that can be used for the cultivation of professional degree graduates. （4） In the past three years, I have made certain scientific research achievements, or provided research or consulting reports for practical work, and completed applied projects in engineering design, technology development and other related fields, which can reflect strong professional quality, professional ability and high academic level. Article 9 Each training unit may, in accordance with the characteristics of various professional degrees and its own reality, formulate specific conditions for the evaluation and employment of postgraduate tutors for professional degrees, and report them to the Graduate School for the record. The specific conditions for the evaluation and employment of professional doctoral supervisors will be formulated separately by the university. Article 10 of Chapter IV Evaluation and Employment Procedures An individual who applies to serve as a professional master's supervisor shall fill in the Application Form for Professional Master's Supervisor of Wuhan University, determine the type and field of professional master's supervisor, and attach relevant certification materials. Article 11 The degree evaluation sub committee of the training unit where the professional degree is evaluated shall, according to the evaluation and employment conditions and the needs of the construction and development of the discipline of the professional degree, review and comment on the application materials of the applicant, and finally determine the list of the tutors of the professional degree master students by secret ballot (those who obtain consent votes of more than 2/3 of the number of people present are deemed to be passed), And report to the Graduate School for approval and filing. Article 12 School Appointment

Assessment Methods for Teachers in Secondary Vocational Schools

Assessment method for teachers in secondary vocational schools: 1. Undertaking tasks (10 points) 1. Teachers with full workload (6 points) obey the school's arrangement, and those with full workload will get 6 points. 1-5 points will be deducted depending on the seriousness of the case if the student does not obey the arrangement of the school. 2. Other work (3 points) ① If you undertake the work of the head teacher, 2 - 3 points will be added, and points will be given according to the annual assessment results of the head teacher of the Student Department. ② 1-2 points will be added for undertaking the work of moral education instructors, and the student office will assess and give points according to the Measures for the Implementation of Moral Education Tutors. ③ For weekly duty work, add 1.5-2.5. According to the weekly duty system, the student office will give scores after assessment. ④ Undertake the management of the teaching and research group and teaching guidance, add 0.5-1 points, and give points according to the annual assessment results of the Academic Affairs Office. 3. Take the initiative to substitute for teachers and be willing to undertake temporary work (1 point) According to the arrangement of each department of the school, those who are willing to take the initiative to substitute for teachers or undertake temporary important work of the school will be given 0.5-1 points, and those who are unwilling to substitute for teachers or undertake work will not be given points. 2、 Labor discipline (10 points) 1. Attendance (6 points) According to the Staff Leave and Attendance System, 6 points will be given to those who are fully on duty, and 0.3 points will be deducted for one and a half days of absence; 0.5 points will be deducted for each time of being late for class or leaving early; 0.5 points will be deducted for absenteeism for half a day, 0.2 points for personal leave for half a day, and 0.1 points for sick leave for half a day (no points will be deducted for hospitalization with hospital certificate). 2. Political learning (4 points) According to the Teacher Meeting System, the school office is responsible for attendance, political learning is full attendance, and the learning record book reaches the standard, 4 points will be given; 0.5 points will be deducted for one absenteeism, 0.2 points will be deducted for one personal leave (three times late or early leave will be calculated as one personal leave), and 0.1 points will be deducted for one sick leave; 0.2 points will be deducted for each time that the political learning extract is not up to the standard; Accumulated points will be deducted. 3. During work, strictly abide by the rules and regulations of the school. No computer games or badminton are allowed during work. 0.5 points will be deducted once. 3、 Teaching attitude (15 points) 1. Plan and summary (2 points) At the beginning of the period, the teaching plan (head teacher's plan) should be written according to the regulations and submitted to the Academic Affairs Office (Student's Office) on time. After inspection, the qualified person will get 1 point, the late person will get 0.5 point, and the non submitted person will get 0 point. At the end of the semester, those who follow the regulations to write a summary (head teacher summary) and submit it to the school office (student office) on time will get 1 point, those who submit it late will get 0.5 points, and those who do not submit it will get 0 point

Teacher Assessment Rules. doc

In order to promote curriculum reform and quality education, implement the spirit of the Implementation Opinions of Zhengning County on Further Promoting Basic Education Curriculum Reform, practically strengthen the construction of our school's teaching staff, standardize teaching quality management, establish and improve the incentive and competition mechanism, promote the overall improvement of teaching quality, and provide the basis for the payment of performance pay, The Measures are hereby formulated. Article 1 Assessment principles: adhere to the principles of democracy, fairness and objectivity; Adhere to the principle of focusing on actual results; Adhere to the principle of combining qualitative and quantitative analysis. Article 2 Assessment content: assessment of the whole process of teachers' teaching work, focusing on teaching performance, teaching attitude and teaching level. Article 3 Assessment basis: (1) Measures for the Administration of Yongzheng Junior Middle School Teachers and Workers; (2) Yongzheng Junior High School Basic Education Curriculum Reform Implementation Plan; (3) Regular Teaching Requirements of Yongzheng Junior High School; (4) Implementation Rules for Performance Wage Payment of Yongzheng Junior High School. Article 4 Assessment methods: graded and classified assessment, quantitative integration and qualitative assessment. Article 5 Assessment content and method (I) Ethics and ability of teachers (10 points). 1. Assessment content: including compliance with disciplines and laws, good conduct, dedication to work, being a teacher, caring for students, impartiality, pragmatism, solidarity and cooperation. Among them, compliance with discipline and law and good conduct are the main inspection

Teachers' compliance with the "Teacher Law" and other professional ethics and school rules and regulations; Loving the job and being a teacher mainly inspects the teachers' sense of identity, professionalism and professionalism; Caring for students mainly inspects teachers' attitudes, ways and sense of responsibility towards students; Realistic and pragmatic, solidarity and cooperation mainly examine teachers' overall awareness, communication and cooperation with colleagues and parents. 2. Assessment method: (1) Student evaluation of teaching (30%): questionnaire survey is adopted. Before evaluation, students should understand the purpose, content, process and procedure of evaluation, trust students, and encourage them to tell the truth. (2) Teachers' evaluation of teaching (20%): questionnaires should be used. Before evaluation, teachers should understand the purpose, content, process, procedures and tools of evaluation, trust teachers, correctly guide teachers to evaluate teachers objectively and dynamically, and encourage teachers to tell the truth. (3) Leadership evaluation (50%): members of the school team evaluate the professional ethics of all teachers. (4) Items to be deducted. ① In case of corporal punishment or corporal punishment in disguised form, 1-10 points will be deducted as appropriate. ② If engaged in paid tutoring, 1-10 points will be deducted as appropriate. ③ If students are forced or forced in disguised form to purchase teaching materials, books, newspapers and periodicals for personal gain, 1-10 points will be deducted as appropriate. ④ Other violations inconsistent with the identity of teachers shall be deducted as the case may be

Detailed Rules for Assessment of School Teachers

The school's teacher assessment rules The teacher assessment rules are formulated to strengthen the construction of our school's teaching staff, standardize the teaching quality management, improve the incentive and competition mechanism, promote the overall improvement of teaching quality, and provide the basis for awarding teaching quality awards and other kinds of awards. Article 1 Assessment principles: adhere to the principles of democracy, fairness and objectivity; Adhere to the principle of focusing on actual results; Adhere to the principle of combining qualitative and quantitative analysis. Article 2 Assessment content: assessment of the whole process of teachers' teaching work, focusing on teaching performance, teaching attitude and teaching level. Article 3 Assessment basis: (1) Jiangsu Rugao Normal School Teaching Management Standard; (2) Teacher's Semester Teaching Task Book; (3) Detailed Rules for the Implementation of the Work Allowance of Rugao Normal School in Jiangsu Province. Article 4 Assessment methods: graded and classified assessment, quantitative integration and qualitative assessment. （1） Assessment of teaching management department (60 points in total) 1. The quality of teaching routine work (20%) (1) Whether the attitude of performing post responsibilities is serious, whether the work discipline is strict, whether the leave procedures are strictly performed, whether there is no reason for absenteeism, absenteeism or frequent lateness, early leave, whether there is any phenomenon of private suspension or transfer of classes, and whether the main time and energy are used for work. Appraisal Method: View relevant appraisal records. Score: very good 4 points, good 3 points, average 2 points, poor 2-0 points.

(2) Whether the quality of teaching plan and lesson preparation meets the school regulations; Whether the requirements of teaching objectives, key points, difficulties and assignments are clear; Whether the teaching plan is standardized; Whether the writing is neat. Whether to actively participate in the teaching and research activities in the group and school, and whether the number of lessons is up to the standard; Listen carefully; Whether the evaluation is practical. Assessment method: The Academic Affairs Office and the Teaching and Research Group shall organize random inspection or comprehensive inspection of the teaching schedule, teaching logs, lesson preparation notes, and review the lecture notes, the teaching and research group's evaluation records, and the attendance records of the Academic Affairs Office. Score: 3 points for good, 2 points for good, and 1 point for average (3) Whether the completion of teaching tasks is good, whether the basic teaching goals are achieved, and whether the classes are started and dismissed on time; Whether the lecture content is correct; Whether the classroom structure is reasonable; Whether the key and difficult points are prominent; Whether the teaching methods reflect the new spirit of curriculum reform, and whether they pay attention to the interaction between teachers and students; Whether teaching is artistic; How about the effect of classroom teaching. Assessment method: consult the teaching task book and spot check the teaching progress; Attend lectures in class; Hold student symposium; Refer to the Class Log for scores: very good 7-6 points, good 5-4 points, average 3-2 points, poor 1-0 points. (4) Whether the workload meets the requirements of the school; Whether the operation is typical; Whether the students' homework is standardized; Whether the correction is correct and timely; Whether they often come to the class for guidance, and do a good job of training and compensation for all students. Assessment method: check the student's homework. Check the class affairs log and the Academic Affairs Office's spot check score: 3 points for good, 2 points for good, and 1 point for average.

Recommended by liberal arts majors and colleges

Liberal arts majors and colleges recommended 1. Beijing Language and Culture University, East China Normal University, Beijing Foreign Studies University, and Shanghai Foreign Studies University, the trump schools of Chinese as a foreign language, were among the first four universities approved by the State Education Commission in the 1980s to offer Chinese as a foreign language. It can be said that the overall strength of these four schools in teaching and scientific research of Chinese as a foreign language is still in the forefront of China. In particular, Beijing Language and Culture University, as the only specialized university in China to carry out Chinese language teaching for foreigners, has the strongest comprehensive strength in terms of curriculum, teaching level, teacher level, textbook development, teaching practice, etc. East China Normal University is the national base for teaching Chinese as a foreign language and the Chinese language teaching base of the Overseas Chinese Affairs Office of the State Council. Its major in Chinese as a foreign language is a national specialty. Jinan University enjoys a high reputation in Hong Kong, Macao and Taiwan and Southeast Asia, with geographical advantages. Learning content There are many learning contents, mainly including three parts: First, the broad sense of "Chinese". In addition to learning language, we also have to learn cultural and historical knowledge, and learn to "tell stories" at the same time; The second is professional knowledge. Linguistic related knowledge accounts for a considerable proportion, mainly including teaching theories of Chinese as a foreign language and knowledge of linguistics, Chinese language, Chinese literature and Chinese culture; Third, learn foreign languages, such as English, Japanese, Russian, etc. If you have obtained the advanced certificate of "Qualification Examination for Teachers of Chinese as a Foreign Language", you are much more likely to work abroad; Strengthen English and broaden employment channels; Can work in domestic foreign trade, foreign affairs, cultural exchanges, foreign-funded enterprises and other industries; Engaged in bilingual teaching in domestic middle schools. 2. Peking University is the first university to set up a major in journalism; Tsinghua University has an international vision; Renmin University of China is the recognized leader in the industry; Fudan University is known as "People's Congress in the north and Fudan in the south"; Communication University of China has the industry characteristics that are closely related to radio, film and television; Huazhong University of Science and Technology is good at the intersection of arts and science, and wins with its complex characteristics; Xiamen University is characterized by overseas Chinese media; Nanjing University focuses on theory and new media, and has developed the fields of government journalism and network journalism in recent years; Nanjing Normal University Reclaimed Journalism Law Education

And research fields, opening up a new space for "mass media and rural social development"; Jinan University faces Hong Kong, Macao and Taiwan and overseas, which embodies the pragmatic characteristics of the southern press; Sichuan University is the only authorized unit of journalism doctoral program in southwest China and has a wide influence in the west. In terms of learning content theory, I mainly study Marxist news theory, news history, etc; In practice, I mainly study news interview, writing, editing, commentary, photography, etc. Journalism pays special attention to practice. There are many ways to get employed in journalism, but the prerequisite is that you have enough ability. You can go to the news media as a reporter, editor or host, etc. You can also go to advertising companies to engage in advertising planning and copywriting, enterprises and institutions to engage in publicity planning, secretarial work, or film and television production. Professional news and dynamic journalism has been subdivided, such as radio and television journalism, network news, radio and television editing, broadcasting and hosting, international news in foreign language colleges, financial news in financial colleges, rural news in agricultural colleges, legal news in political and legal colleges, sports news in sports colleges, etc. 3. Renmin University of China is an old law school with the strongest strength in civil and commercial law; Wuhan University leads the country in international law; Peking University has gathered famous teachers of law theory with strong strength; China University of Political Science and Law has strong professional strength in the field of law, especially in the research level of legal history and procedural law, which is first-class in China; Southwest University of Political Science and Law has the most complete disciplinary system, and economic law is superior to others; Civil and commercial law and constitutional and administrative law of Zhongnan University of Economics and Law are dual key disciplines of the Ministry of Justice and Hubei Province; East China University of Political Science and Law has strong international law strength; Northwest University of Political Science and Law has great strength in criminal law and economic law; Tsinghua University came from behind, and civil and commercial law is the most powerful; Xiamen University is located in a special economic zone, with great strength in international law and civil and commercial law;

2018 Teacher Assessment Rules

In order to further comprehensively implement the Party's educational policy, strengthen school management, mobilize the enthusiasm of teachers, improve the overall teaching quality of our school, and more scientifically, reasonably and comprehensively evaluate teachers' teaching work, the Detailed Rules for Comprehensive Evaluation of Education and Teaching Work of Guyi Primary School in Yetao Town (Trial), In combination with the actual situation of our school, the special rules for comprehensive evaluation of teachers' education and teaching work serve as the main basis for year-end assessment of advanced teachers and payment of performance pay. Calculation method of comprehensive evaluation score of teachers' work: total score=average weekly evaluation score of this semester × 0.30+quantified teaching score × 0.70+other additional scores 1. Weekly evaluation (40 points) This scheme is assessed weekly, including "political thought (10 points), daily management (30 points), regular teaching (40 points), school-based research (10 points), attendance (10 points) and others" Six parts, 100 points in total. The quantitative scores of this week will be publicized at the weekly regular meeting. If there are errors, the relevant responsible leaders will be asked to verify and explain them within three days. At the end of the year, the average score of each month will be converted into 30 points and counted into semester performance and assessment. （1） Political thought (10 points) 1. Loving the job and respecting the work (2 points) A Requirements: adhere to the four basic principles, love education, earnestly perform job responsibilities, and actively participate in major activities of the school. B Evaluation: 0.5 points will be deducted for each violation of principles, lack of love for education, slackness and failure to perform job responsibilities. 2. Love students (2 points) A Requirements: care for students, care for their physical and mental health, no corporal punishment or corporal punishment in disguised form, welcomed by students and parents. Evaluation B: 0.5 points will be deducted for each case of corporal punishment or insulting students, and 2 points will be deducted for each case of serious cases by the Education Bureau if parents go to school to make trouble or appeal to the Education Office. 3. Honesty and integrity from teaching (2 points) A Requirements: upright style, self-respect and self-discipline, no arbitrary fees, no bribery, no guidance to students or parents to give teachers property, no paid remedial lessons, if paid remedial lessons are visited by parents to the Education Bureau, this item will not score and will be disqualified for this year's evaluation of excellence and model. B Evaluation: 0.5 points will be deducted for each time when students ask for or remind their parents to send gifts or money on holidays due to bribery. 4. Being a teacher (2 points) A Requirements: abide by the Teacher Law, fulfill the professional ethics of teachers, and abide by the rules and regulations of the school.

Detailed Rules for Staff Assessment

The assessment of junior middle school teachers is divided into four levels of departments, six assessment units, namely, the front and back diligent, physical and aesthetic computers, and school leaders. The assessment is conducted in four aspects, namely, morality, ability, diligence, and low performance. The assessment is centralized once a school year. As for the sorting of personnel in six appraisal units, the following operating regulations are made: 1. Sorting within appraisal units. All teachers shall be ranked in their respective assessment units according to the points in the assessment rules of "morality, ability, diligence and performance". 2. Ranking of front-line teachers. In addition to excellent, other teaching staff shall be ranked by the method of head to tail aligned equal difference sequence, and those with high teaching achievements in parallel ranking shall be ranked first. 3. Ranking of front-line teachers and school leaders. The first place of qualified school leaders is aligned with the first place of qualified front-line teachers. In principle, the last one is in the top 1/3 of the overall ranking of the school, with teachers of the same rank first and leaders second. 4. All teachers rank. The first place in the qualified sequence of former logistics teachers (qualified personnel after deducting the number of excellent places) is the first place after the first 1/5 of the qualified sequence of all teachers in the school, and the last place is the last place in the qualified sequence of all teachers. Then, it is sorted according to the equal difference sequence. In principle, teachers in the fourth year of junior high school will advance to the first 2/3 of the assessment, and those who complete the promotion task will advance to the first 1/2 of the assessment). The assessment points of teachers shall be in accordance with the following rules: 1. Ethics (15 points) Excellent (15 points), Qualified (12 points), Unqualified (0 points) The main content of ethics assessment for teachers in primary and secondary schools is the Code of Professional Ethics for Teachers. It mainly includes: 1. Patriotism and law-abiding. Love the motherland, love the people, support the leadership of the Communist Party of China, and support socialism. Fully implement the national education policy, consciously abide by education laws and regulations, and perform teachers' duties and rights according to law. There must be no words or deeds that go against the principles and policies of the Party and the State. 2. Love your post and work hard. Loyal to the people's education, ambitious, industrious and dedicated, willing to be a human ladder and willing to contribute. Be highly responsible for work, prepare lessons carefully, correct homework carefully, and coach students carefully. Do not be perfunctory. 3. Caring for students. Care for all students, respect their personality and treat them equally and fairly. Be merciful to students and be a good teacher and friend to students. Protect students' safety, care for their health and safeguard their rights and interests. Do not satirize, satirize or discriminate against students,