The whole network has been opened to protect rights, and plagiarism is not allowed, and offenders will be prosecuted. Thank you for your understanding and cooperation!
Recently, the news that an associate professor surnamed Song from the School of Ecology and Environment of Nanjing Forestry University was demoted and reduced his salary because he failed the appointment assessment and chose to commit suicide under the pressure of "either promotion or leaving" has aroused widespread concern from all walks of life. Behind this incident, it reflects the problems existing in the current evaluation mechanism of college teachers' professional titles, and also makes people think deeply about the necessity of the reform of the professional title system.
What happened
According to the official report, some netizens broke the news that an associate professor surnamed Song from the School of Ecology and Environment of Nanjing Forestry University received a master's degree and a doctorate, and entered the college in 2019 to teach, and served as a master's tutor. Recently, the teacher was not only demoted to the title of lecturer because he failed the employment assessment, but was also asked to refund part of the settling-in fee, and chose to commit suicide under great psychological pressure.
In this regard, the relevant person in charge of the college said that the information spread on the Internet was seriously inconsistent with the facts, disrespectful to the deceased, and exposed the privacy of his family. Due to the controversy surrounding the online information, the true situation of the teacher and the cause of the suicide have yet to be further investigated and determined.
Problem Reflection
Regardless of whether the information spread online is accurate or not, the issues behind this incident are worth pondering. At present, the pressure of "either promotion or leaving" in the evaluation of college teachers' titles, as well as various shortcomings in the process of title promotion, need to be paid attention to.
The title system of "either promotion or leaving" has increased the pressure on teachers to be promoted. According to the regulations, the employment period of college teachers is generally 4 years, and if the teacher enters the next title promotion channel, the appointment period can be renewed;
If you do not pass the title review, you can only leave your job. This kind of "up or out" system has intensified the pressure of teacher competition, and it is easy to lead teachers to choose to leave.
There are also problems such as the use of unscientific evaluation indicators, the small quota of professional titles and the fierce competition in the evaluation of professional titles. The evaluation of professional titles in some colleges and universities focuses on the number of papers and ignores the quality of teaching.
As a result of the low quota, stronger teachers may also be "brushed off" and cannot be promoted smoothly. In order to cope with the evaluation of professional titles, some teachers have to publish a large number of papers to "brush up the score", and even resort to academic misconduct.
suggestion
In the face of the problems existing in the evaluation of college teachers' titles, there are the following suggestions:
Improve the evaluation mechanism for the promotion of teachers' professional titles to make it more fair and transparent. The evaluation should focus on the overall ability of teachers, and should not pay too much attention to a certain aspect of indicators, and should take into account the contribution of teaching and scientific research.
Appropriately relax the time limit for the promotion of teachers' titles, give teachers a longer time to grow, and reduce the pressure of "either promotion or leaving". Teachers can choose when to apply for review, rather than having to pass the review at the end of the probationary period.
Increase the quota for professional title evaluation and reduce competitive pressure. According to the actual needs of the college and the structure of the teaching team, the evaluation quota of professional titles at all levels can be reasonably set.
Emphasis should be placed on teaching contributions, not just scientific research papers. It can increase the assessment indicators of teaching quality and student guidance, so that teachers can focus more on teaching and educating people.
Establish an appeal mechanism for title promotions, and teachers can file an appeal if they believe that the evaluation results are unfair to ensure their rights.
This incident reflects the current problems in the evaluation of teachers' professional titles in colleges and universities, and it is necessary to further improve the professional title promotion mechanism to make it more scientific and reasonable, and give teachers full room for growth.
Make it a platform for teaching and educating people, rather than a battlefield for competition. We need to create a better environment for teachers to develop and engage in teaching and research with peace of mind, so as to continue to promote the progress of higher education.
The whole network has been opened to protect rights, and plagiarism is not allowed, and offenders will be prosecuted. Thank you for your understanding and cooperation!