Policy Risks And Avoiding Strategies Of "Job Rotation" Teacher Personnel System

Teacher resource allocation is the key of the in-depth balanced development of compulsory education,because the education equity is an important foundation of social equity.In order to strengthen the overall management of compulsory education teachers in the county(district)area and break the barriers to the management system of teacher exchange rotation.Ministry of education and other three ministries proposed that it is necessary to comprehensively promote the management reform of the compulsory education teachers team.The state has higher expectations for this policy,we can see some achievement in some districts and counties,but there has been a certain degree of negative deviation between policy effects and goals.Therefore,in order to better achieve the balanced development of education quality,and avoid the formation of policy risks in the comprehensive promotion of the "job rotation" teacher personnel system,this paper attempts to propose a targeted evasion strategy.Firstly,through the review of the evolution of China's modern teacher personnel system policy,it is helpful to know the problems and see the possible policy risks in current system.And further to understand what is the "job rotation",characteristics and feasibility.On this basis,organically combined education equilibrium theory,talent flow theory and risk management theory for a more systematic investigation and research.Secondly,in order to analyze the policy risks of the "job rotation" reform,a step-by-step risk identification process is adopted to comprehensively and effectively identify possible policy risks from multiple perspectives.The first step is to determine the method for analyzing and identifying policy risks according to the risk management standard(GB/T 27921-2011).The second step is to analyze the existing policy texts and documents with NVivo software to form a“risk pool” to initially identify policy risks.The last step refers to the initially identified policy risks,compiles a semi-structured interview outline,and uses semi-structured interviews to finally identify policy risks.Thirdly,based on the model structure of the policy risk of "job rotation",the identified policy risk at the county level(difficult to manage efficiently,slow to introduce supporting policies,difficult to implement safeguards),policy risk at the school level(unstable campus ecology,unsatisfactory hub functions,concerns about school management)and policy risk at theteacher level(high expectation of teachers' role,physical and mental pressure is difficult to adjust,the diversification of teachers' needs and the lack of mission consciousness).This paper analyses the policy risks from these three levels.Finally,according to the analysis of policy risks in three levels and ten aspects,the following risk aversion strategies are put forward pertinently: coordinating teachers' management business,building data analysis platform;accelerating top-level design and construction,formulating supporting policies in coordination;establishing and improving security mechanism,implementing and improving incentives;building sustainable campus ecology,stabilizing and promoting school-running with characteristics;and strengthening school pivots.New functions,increase school participation;implement gradient teacher exchanges,formulate team development plans;rationally view teacher mobility;fully consider physical and mental pressure;pay attention to the needs of teachers and focus on training professional concepts of evasive strategies,in order to promote the "county management school employment" policy more perfect,reduce unnecessary losses,and achieve the desired objectives of the policy.