Research On Incentive Mechanism Of Primary And Secondary School Teachers From The Perspective Of Professional Title Evaluation And Performance Salary Reform

Teachers must be strengthened before rejuvenating the country.The construction of teachers' team needs to retain and cultivate good teachers.To improve the overall quality of teachers,we need to constantly improve the management of teachers,stimulate the vitality of teachers to the greatest extent,and constantly improve the teacher incentive mechanism,so that teachers can "get paid for their work" and "return on their dedication to education".As an important means of encouraging teachers,the system of teachers' Professional Title Evaluation and employment and performance-based salary has played a positive role in mobilizing teachers' enthusiasm and guiding teachers' professional development in a certain period of time,but with the development of social economy,the lag of professional title policy and the deviation in the implementation of the policy lead to more and more prominent problems,which has been criticized by the majority of teachers.When teachers lack a sound and perfect incentive mechanism,it is bound to affect the professional attraction of teachers and is not conducive to stimulating the vitality of teachers.Taking the reform of professional title evaluation and performance salary of teachers in Xing'an League of Inner Mongolia as an example,this paper first briefly introduces the implementation of professional title evaluation and performance salary of primary and secondary school teachers in this area before the reform,and analyzes the main problems of professional title evaluation and performance salary of primary and secondary school teachers in Xing'an League before the reform by using the method of combining theory and demonstration.On this basis,this paper introduces the measures of Xing'an League to deepen the reform of personnel system,mainly including: improving post setting,strictly implementing post employment,issuing transitional policies,realizing post employment,standardizing the concurrent employment of administrative leaders,and establishing the withdrawal system of teachers;changing the verification methods of incentive performance pay,optimize the incentive performance pay items,improve the performance appraisal methods,improve the performance appraisal mechanism and improve the performance pay distribution system.Secondly,by issuing questionnaires,it can understand the satisfaction and demand factors of primary and secondary school teachers for the incentive policy,summarize the effectiveness and shortcomings of the implementation of the policy,and make a cause analysis,so as to propose to establish a scientific and perfect professional title evaluation and performance appraisal system,and continuously improve the implementation ability of performance-based salary policy of education administrative departments and schools,establish and improve the supporting system of teacher incentive mechanism,optimize the professional growth environment of teachers,so as to comprehensively improve the overall vitality of teachers.