Research On The Incentive System Of Teachers In Private Compulsory Education Schools In The New Era

The implementation of “The New Private Education Promotion Law” in September 2017 marks that Chinese private education has thus entered a new era of classified management.The promulgation and implementation of “Several Opinions On Encouraging Social Forces To Establish Education To Promote The Healthy Development Of Private Education”,“Detailed Rules For The Implementation Of Classified Management Of Private Schools”,“Detailed Rules For The Implementation Of Supervision And Management Of For-Profit Private Schools”,as well as the positive policy responses from all regions,not only reflect the state's attention to private education,but also show that private education plays an important role in the development of China's education,and private education has ushered in new opportunities.However,the quality of teachers is not high,the number is not enough,the team is not stable,the structure is unreasonable and other prominent problems,coupled with the teachers' salary,welfare treatment and the protection of their legitimate rights and interests is not enough,business training,position employment,teaching and length of service calculation,recognition and reward,scientific research projects and other aspects of the restrictions,and must be registered as a non-profit private compulsory education schools have been a new challenge.At the same time,the opinions of the CPC central committee and the state council on “Comprehensively Deepening The Reform Of The Construction Of Teachers In The New Era” proposed that the new era should cultivate high-quality,professional and innovative teachers satisfied by the party and the people,which put forward new and higher requirements for the construction of teachers in private compulsory schools.Therefore,under the background of the classified management reform of the private education in the new era and the reform of the construction of the teaching staff,it has become the proper meaning of the topic to take the teacher incentive system as the starting point,seize opportunities,meet challenges,and build the teaching staff in the new era so as to promote the healthy development of the private compulsory education.Based on this,this study takes the teacher incentive system of private compulsory education schools as the research object,and starts from the three aspects of life security,humanistic care and career development to construct the teacher incentive system,so as to promote the construction of a high-quality,professional and innovative teacher team in private compulsory education schools.This study is divided into the following three parts:The first part is the introduction,including the research origin,definition of related concepts,research review,research purpose and significance,research methods,ideas and framework.The second part is the main part,which is divided into four chapters.The first chapter is the challenge and incentive system demand of the construction of teachers in private compulsory education schools in the new era.This chapter expounds the run by the local compulsory education school is faced with more powerful teachers' rights and interests protection,school education order more standardized,the school will get more policy support new opportunities,but also pointed out that to build a high quality education needs high quality,professional,innovative teachers and classification management of non-profit private compulsory education schools under the lack of a new challenge to teacher's appeal,etc.In this context,this paper analyzes the importance and necessity of the construction of teacher incentive system in private compulsory education schools,and puts forward the framework of the construction of teacher incentive system.The second chapter to the fourth chapter respectively run by the local compulsory education school teacher life safeguard,humanism motivation,career development incentive system analysis,through to the salary incentive,welfare benefits,health management,interpersonal,work,identity,culture atmosphere,promote engaging,scientific research training,display platform nine dimensions of incentive problems and its reason analysis,combined with the teachers to stimulate demand,put forward three aspects of system improvement strategies: life safeguard on incentive system to implement the teachers' wage policy,the reform of performance appraisal system;We will improve the social security system for teachers,ensure their due benefits in accordance with the law,and increase reasonable welfare benefits for teachers.Teachers should be encouraged to reduce their burden and pay attention to psychological counseling.Humanistic care incentive system needs to strengthen effective communication with the leadership and enhance mutual help among colleagues;Improve the status of private teachers and respect the spirit of mutual contract;Strengthen the construction of campus culture and strengthen the democratic management power of teachers.The incentive system for career development needs to perfect the talent evaluation mechanism and adhere to the socialist orientation.To improve the training system for teachers and strengthen the scientific research guidance for teachers;Break through the barrier of the platform of the citizen-run teachers.Therefore,the construction of teacher incentive system in private compulsory education schools is further promoted.The third part is the conclusion part,summarizes and analyzes the whole paper,and puts forward the deficiencies of this study for improvement.