Teachers are a hot industry right now, it has a stable establishment, there are holidays such as winter and summer vacations, and teachers in some places also earn a considerable income.
It is precisely because of these advantages that many normal students have to be admitted to the teaching team after squeezing their scalps, and everyone likes stable and decent work.
But if this stability is broken, will the remaining dignity still exist? Will this dignity still maintain the shine of the teaching profession?
The mainland's education reform began to try to break the number of teachers and implement the "exit mechanism" of teachers, which broke the stability of the teaching profession.
What was originally the bright spot of the teaching profession is now gone, and the recruitment of teachers in a place on the mainland has just been "cold", and the number of participants in the recruitment is not enough for the recruitment plan.
What are the reasons for the current situation, and what impact will this have on the long-term development of the education industry in the future?
1. Pay attention to the "exit mechanism" of teachers
Teaching is a stable industry, and it is precisely because of this stability that many people, especially girls, are attracted to take the job exam, and they will enter the establishment once and for all.
But now the teaching profession has become less stable, and the mainland has begun to test the waters in some areas to break this stability and implement the "exit mechanism" for teachers.
There is advance and retreat, and the current recruitment examination has been very mature, but there is no supporting practice of withdrawing from the establishment.
The "exit mechanism" now launched by the mainland is also to make up for this shortcoming, so that the teaching industry can become an industry that can advance and retreat freely.
Although there are many advantages to a stable teaching team, the disadvantages have also been exposed, some teachers have lost their teaching ethics, school education cannot meet the demand, and the off-campus teaching and training market is extremely hot.
It should be the school's work, but now the school can't do these things, so the only way to start with the teachers is to start changing the status quo.
If it is too stable, it will make people not want to forge ahead, and in the end, it will consume the national finances in exchange for a bunch of problems in the education industry, and the gains outweigh the losses.
It is necessary to let there be competition among the teaching staff, so that everyone can continue to hone their ability to teach and educate people within the system, instead of entering the establishment once and for all, and being a monk for a day and a clock for a day.
This is a relatively scientific approach, good positions are competitive for posts, evaluation and admission, so that outstanding talents can enter the teaching team in order to cultivate excellent students.
Moderate competition can temper everyone's ability and keep everyone superior, and excessive competition is easy to turn into malignant involution.
The teaching profession needs to maintain a moderate level of competition, so that teachers can always be at the forefront of the times, educate students with the latest knowledge and teaching methods, and cultivate more talents.
Such a reform measure is very bold, and it needs to be piloted in some places, and it remains to be seen how the results of the implementation will be.
Second, "cold" recruitment
Xiamen took the lead in reforming the teacher appointment system, and more than 1,400 teaching positions were set up for recruitment.
What is surprising is that the number of applicants is about 550, and the number of applicants is not as good as the position recruited, and even the ratio of 1:1 cannot be achieved.
This result has surprised many people, knowing how many teachers in a big city like Xiamen have aspired to in the past, and even the entry threshold is very high.
According to the previous practice, it is normal for more than 500 positions to attract 1 or 2,000 people to apply for the examination, but now it is a reversal.
This reversal is a reflection of the reaction of the people, to the policy, to the policy of the normal students.
Although there were estimates at the policy demonstration stage, I did not expect such a huge contrast.
In the past, teachers in cities like Xiamen had to be at least double first-class universities, and many of them had master's degrees to be eligible to participate in the competition, and many people had no chance.
In the face of the sudden "cold" recruitment, many people have reflected on whether this policy is not in line with the wishes of normal students or what is the reason to dissuade everyone.
In fact, teachers have a withdrawal mechanism, so that there is not much difference between teachers in the system and staff outside the system, and everyone goes to work and gets paid.
It is nothing more than being fired or dismissed and then replaced by the next one, which many people have become accustomed to, and the mobility of teachers has increased.
Teaching and educating people is noble, but in a market-oriented environment, everyone looks at income, benefits and treatment, rather than prioritizing decency.
Without stability, there is not much to be attracted to the teaching profession, and the income may not be as high as that of employees in the private sector.
In a city like Xiamen, everyone has to solve the problem of survival first, and if there is no such high income, they still have to participate in the competition, so that the cost performance is not high, and the number of people participating will naturally be few.
3. Why quit?
There are multiple reasons for the implementation of the teacher withdrawal mechanism, and it is not a decision made by our education department at will, which is related to the fate of many teachers.
The mainland's decision to implement the teacher withdrawal mechanism is also the result of weighing the interests of many parties, and has been decided by many parties through the current education situation, student situation, and number of teachers.
Education can only be meaningful if it is in line with economic development, and the mainland's economic environment determines that the education industry must engage in an exit mechanism.
As the saying goes, there is no bigger bowl for how much food, and the expenses of the teaching profession are all dependent on the state treasury to support them, and they do not create any income themselves.
At a time when the economy was booming, it would not bring much burden to the state's finances, but now that the mainland's economy is showing downward pressure, the financial burden is very large and needs to be optimized, and the number of teachers who have retired from the army must be controlled.
The use of market-oriented operation methods to select the best to make the flow of teachers can control the number of admissions and reduce financial pressure.
On the other hand, it is related to the relationship between supply and demand, how many students are assigned to how many teachers, and it is a scientific approach to maintain a reasonable ratio between teachers and students.
In the past, we needed to solve the problem of large class sizes, and there were too many students who needed to enroll, so we had to recruit teachers because they did not have enough resources.
Now the fertility rate in the mainland is declining, and kindergartens are facing a wave of closures.
It won't be long before this wave of closures will occur in elementary, middle, and high schools, and where will so many teachers go?
Changing the existing teaching staff to an appointment system can solve these problems and create a sense of professional crisis among teachers.
In this way, they will cherish the existing job opportunities, find ways to keep the existing jobs, strive to achieve re-election, and give them an explanation for the dismissed teachers.
It does not make them feel unfair or unacceptable, and this approach also caters to the process of market-oriented reform.
Fourth, you can't "retreat"
The reform and implementation of the appointment system of the teaching staff cannot be "dismissed all at once", and although the improvement of the system of admission and exit is very scientific, there are many problems in its implementation.
The issue of fairness is the most fundamental issue, the evaluation of teachers is not like students can pass the score, and many of the teachers' teacher ethics and teaching level are subjective factors, not objective factors that can be determined.
It is necessary to ensure the fairness of the withdrawal mechanism and not let it become a new tool for individual leading cadres to engage in favoritism and irregularities.
The financial pressure should be optimized, and the "de-administrative" school should be achieved, and the school should serve the teachers and students in the final analysis.
Nowadays, many schools have more leaders than teachers, and the number of administrative staff is higher than that of front-line teaching staff.
When we consider the ratio of teachers and students, should we also consider the ratio of administrative staff to business staff?
In the process of downsizing the education sector, we can't just target teachers and ignore the huge administrative team.
When public schools implement the teacher withdrawal mechanism, then public schools and private schools stand on the same starting line, and even private schools usher in spring.
The conditions for the treatment of teachers recruited by public schools are certainly not comparable to those of private schools, and the only thing that can retain talent is the attractiveness of staffing, which is no longer attractive.
Private schools have more opportunities to obtain teachers from public schools, and even private schools do not need such competition for posts.
At that time, we will have more excellent teachers flowing to private schools, and the same money-making options will be given more to meet the rules of market competition.
The competitiveness of public schools will be weakened, and the exit mechanism will also create a sense of crisis for administrators, especially public school principals.
When schools enter the market to compete, what to rely on becomes the place where public schools continue to maintain their advantages.
In the future, parents will also be very open to this kind of reform, and there is no difference between public and private schools, and parents may choose based on teachers and reputation.
epilogue
At present, the teacher withdrawal mechanism is only being piloted in some parts of the mainland, and there are so many schools and so many teachers in the country that it is impossible to carry out a one-size-fits-all reform.
Judging from the phenomenon of "cold" recruitment examinations in pilot areas, it seems that we can guess what kind of situation the recruitment of teachers in mainland China will face in the near future, and also give other regions more adequate preparation time to deal with these problems.
Ten years of trees and a hundred years of people, the reform of education can never be anxious, education reform and medical reform should be cautious, children are the future of the motherland, can not be too hasty.
The abolition of teacher allocations will lead to greater mobility among teachers, which will further exacerbate the uneven distribution of educational resources.
It is difficult to say whether this reform will lead to high-quality teachers for children in remote areas, but it will not sacrifice them to preserve the whole, and I believe that our decision-makers will improve these programs in the future.
In the face of the reform of the teacher system, I don't know if you have any good opinions, please leave a message in the comment area.