The Study On Teachers’ Employment System In Basic Education Equality

The system of teachers’ management has been dispatched in china for a long time. Butwith the establishment of the socialist market economic system, the disadvantages of the systemwas highlighted, and it could not adapt to the need of education reform and development of ourcountry. To establish teachers’ employment system in the middle and primary school isbecoming the inevitable choice of the current personnel management system reform in ourcountry. But at present, the disorder and inefficiency of teachers’ employment system causedteachers’ upper flow in one direction. It is increased the uneven distribution of teacher resourcesWhich in turn affect the equalization of basic education development.In this paper, first of all, using the method of literature to analysis the primary andsecondary school teachers and personnel system and employment system historical evolution,form the original teachers’ dispatching system to the current employment system changes. Thenanalyzes the nature, the legal status and the legal relations between the primary and secondaryschools and teachers. Thereby the legal theory basis of primary and secondary school teachers’employment system. Then, using the questionnaire survey to implement the teachers’employment situation of Quyang county in Hebei province, and concluded the problems thatexist in system, such as the main body of appointment is uncertainty, the employment contractis not perfect, the supervision mechanism is not sound, teachers’ lawful rights and interestssafeguard in poor condition and the dismiss of teachers is not specification. After the study ofrelevant papers, to analysis the school district education employees’ employment system ofAmerican and the education civil servants ac system of Japan. Finally, based on aboveresearch,put forward some strategies to effectively implement teachers’ employment system.First, to improve the relevant laws and regulations of teachers’ employment system. Second, toidentity the legal status of teachers. Third, to clear the main body of appointment. Fourth, tostandardize the procedures of employment. The fifth is to perfect relief channels, to dismissalprocedures is the sixth strategy, and the seventh is to build a teacher regular flow system.