Research On The Problems And Countermeasures Of Primary School Teachers’ Performance Salary Under The "Double Reduction" Policy

In recent years,In line with the decisions and deployments of the CPC Central Committee and the State Council,the work of reducing the burden of assignment and off-campus training for students in compulsory education(hereinafter referred to as "double reduction")has been deeply conducted in all parts of the country,which has pushed the return of the education to the main body and essence.In this case,teachers become the biggest responsibility bearers of the "double reduction" policy.As the after-school services have been comprehensively implemented,it has promoted the change of the work of teachers.In terms of the original teacher performance salary system,it cannot adapt to the "double reduction" goal for the current schools,which cannot facilitate the improvement of teachers’ teaching quality.For this,the methods such as literature survey,questionnaire survey and interview are comprehensively used by this research,the theoretical and practical perspectives are focused on to carry out the investigation on the implementation status of the primary school teacher performance salary system under the "double reduction" for the frontline teachers,school managers and staff of the Education Bureau in five public primary schools in Weifang,Shandong Province.In accordance with the survey results,the problems existing in the performance salary system of teachers in five primary schools in Weifang City are analyzed,and the corresponding optimization measures are proposed in view of the causes of these problems,so the reform of the performance salary system of primary school teachers under the "double reduction" can be helped.Firstly,the questionnaire survey and interview are used to analyze the present status of the implementation of teacher work and performance salary system in five primary schools in Weifang City under the "double reduction".Although the formulation of after-school service fund guarantee measures and the establishment of performance salary increment mechanism for each school stage by Weifang City have improved teachers’ performance salary level to a certain extent and guaranteed teachers’ personal interests,some problems are also found to exist in the process of implementation,such as low level of performance salary,unreasonable salary structure,imperfect democratic management mechanism of "double reduction",untimely and full payment of after-school service fees,unclear indicators of teacher performance assessment,unscientific evaluation system of teacher performance assessment,etc.Secondly,Maslow’s hierarchy of needs theory,equity theory and goal setting theory are used to explore the reasons for the generation of these problems from the three levels of government,schools and teachers.Finally,based on the investigation and analysis,the countermeasures to perfect the performance salary system of primary school teachers under the "double reduction" are proposed.At the government level,three aspects should be emphasized,in which the fee expenditure of "double reduction" should be guaranteed,and the overall planning approach should be expanded;the publicity should be enhanced,and the implementation of policies should be promoted;the "double reduction" performance supervision mechanism should be perfected and the legal support should be provided.At the school level,five aspects should be focused on,such as clarifying the policy objectives of "double reduction" and enhancing performance management;building the performance evaluation indicators based on the balanced scorecard;perfecting the performance increment mechanism and optimizing the performance distribution structure;implementing flexible attendance system to guarantee teachers’ free time;conducting special training for the work of "double reduction" to strengthen teachers’ teaching quality.At the teacher level,three aspects should be paid attention to,such as adhering to the priority to teachers’ ethics and enhancing their professional quality;changing the education concept in synchronization with the "double reduction";and strengthening pressure management to avoid job burnout.