If you don't have a thesis, you can also evaluate the title, and the young teachers are directly hired as associate professors! The reform of college titles has been really moved

In the past two years, various localities have introduced professional title evaluation policies, aiming to stimulate the enthusiasm and creativity of talents. Many colleges and universities are also carrying out relevant title reforms, and have caused heated discussions:

● In 2020, the results of the title evaluation of Northwest A&F University were released. Pei Jinping, a teacher of the School of Water Construction who did not have enough "standards" to "meet the standards", was promoted to professor by virtue of his outstanding achievements in the front line of teaching for 39 years; Shi Baofeng, a teacher of the School of Economics and Management, was directly hired as a professor by an associate professor because of his active suggestions and consultations; the consultation report he wrote was approved by the central leading comrades and written into the relevant documents of the State Council; Song Shide, a teacher of the College of Science, benefited from the editing of state-level planning textbooks and was directly hired as a professor by an associate professor...

● Last year, the competition for professional and technical posts in the fifth term of Weihai Vocational College caused heated discussions inside and outside the university: 1 professor and 4 associate professors were demoted and under-hired because their performance was at the end of the competition position at the same level, while 14 young teachers were directly hired as associate professors because of their outstanding performance.

● The personnel system of "low-level and high-level employment" implemented by Changzhou University, that is, in the appointment of posts, break the traditional concept of seniority ranking, not only seniority and professional titles, but only contribute to performance, adhere to more work and more gains, excellent performance and excellent remuneration, break the promotion system, and encourage outstanding young teachers to stand out. From the "seventh-level post of associate professor" to the "second-level post of professor", the competition for the "third-level post of professor" as a "lecturer"... Because of the "low-level employment and high recruitment", many teachers in the school have successfully competed for jobs through the system, and many people's incentive performance pay has doubled.

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The system of teacher titles in colleges and universities has ushered in major reforms

The evaluation of the titles of faculty members in colleges and universities has always been the key to their vital interests. At the moment of the reform of the title system, some reform policies of colleges and universities have attracted much attention, and teachers are also looking forward to the establishment of more diversified and detailed job title evaluation standards. In recent years, the relevant departments have issued a number of policies related to job titles:

In October 2020, the CPC Central Committee and the State Council issued the "Overall Plan for Deepening the Reform of Education Evaluation in the New Era", which clearly stated that the performance of teachers' morality should be the primary requirement for regular registration of teachers' qualifications, performance appraisal, professional title evaluation, and evaluation and reward; standardize the setting of conditions for the recruitment and appraisal of teachers in colleges and universities, and must not take the learning experience outside the country (territory) as a restrictive condition; and young teachers in colleges and universities must have at least one year of work experience as counselors, class teachers and other students to promote to higher-level titles The title of talent shall not be taken as a restrictive condition for undertaking scientific research projects, professional title evaluation, appraisal and appraisal award, and degree point declaration, and the relevant declaration shall not be set up to fill in the talent title column.

In January 2021, the Ministry of Education issued the Guiding Opinions on Deepening the Reform of the Teacher Title System in Colleges and Universities, which ushered in major reforms in the teacher title system in colleges and universities, and the Guiding Opinions clearly stated:

☞ It is necessary to improve the system and system, keep the existing post types of teachers in colleges and universities unchanged as a whole, and generally have post types such as teaching-oriented and teaching and scientific research- To meet the needs of the development of the teaching team in the new era, colleges and universities can set up new job types according to their own development reality.

☞ It is necessary to improve the evaluation standards, strictly evaluate ideology and politics and teacher morality and teacher style, regard the performance of teacher morality as the primary condition for the evaluation of teachers' professional titles, highlight the ability and performance of education and teaching, promote the evaluation of representative achievements, and overcome the tendency of only papers, only "hats," only academic qualifications, only awards, and only projects. It is necessary to innovate the evaluation mechanism, combine the characteristics of the school and the type of school, implement classified and hierarchical evaluation for different types and different levels of teachers, improve the peer expert review mechanism, improve the external expert review system, and explore the introduction of third-party institutions for independent evaluation.

☞ Establish a green channel for key talents to stimulate the vitality of talents. For teachers who have made major basic research and cutting-edge technological breakthroughs, solved major engineering and technical problems, and made significant contributions to the development of economic and social undertakings, the thesis may not be restrictive when declaring senior titles.

☞ Complete employment period assessment mechanisms. Take the assessment results as the basis for adjusting the position, salary and renewal of the employment contract, improve the exit mechanism, and realize that personnel can go up and down, can enter and exit.

☞ To implement independent evaluation, the right to evaluate the titles of teachers in colleges and universities is directly delegated to colleges and universities, independently formulate evaluation documents such as evaluation methods and operation plans for teachers' titles, independently organize evaluations, and hire according to posts, while strengthening supervision and optimizing services.

The promotion mechanism of teachers in foreign colleges and universities is all aspects

The evaluation of teachers' titles is of great significance for improving teachers' enthusiasm and creativity, improving the quality of education and running schools in colleges and universities. What is the evaluation system for teacher titles in foreign colleges and universities?

Tian Hui, associate professor of the Institute of International and Comparative Education of the Chinese Academy of Educational Sciences, published an article in Guangming Daily entitled "Aspects of the Diversified Promotion Mechanism of Teachers in Foreign Colleges and Universities", giving an example of the evaluation system for teachers in colleges and universities in Britain, Germany, Japan and other countries.

● Divide posts and responsibilities to avoid single evaluation orientation. Japan's School Education Law stipulates the standards and job responsibilities of teachers at all levels and types of universities, and implements the "goal-based" evaluation principle in teacher evaluation and professional title evaluation, so as to highlight the characteristics of all types of universities at all levels and the main responsibility and mission of teachers. According to the difference in the focus of teachers' work, universities in the United Kingdom, Australia and other countries divide the sequence of teacher titles into three types: research type, teaching type, teaching and scientific research and heavy weight, and carry out classified evaluation, and each type of position sets different evaluation standards according to the actual work content.

The diversified evaluation system decentralizes the weight of a single indicator. Scientific research is the core mission of world-class universities, in the Evaluation of University Teachers in Britain, the United States, Germany, Australia, Japan and other countries, scientific research performance is the most important assessment index, but the scientific research evaluation of teachers in universities in various countries is not entirely based on the quantitative standards of simple counting such as the number of papers published, the level of publications and the impact factor, and generally adopts the representative work and peer review system, through the construction of a pluralistic evaluation system to conduct teaching, management, social services and other aspects of the teachers, to avoid the extreme of "only scientific research" and "only papers".

● Peer evaluation effectively identifies professional achievements. In the evaluation of teacher titles in universities in the United Kingdom, Germany and other countries, the peer review of external experts has played an important role, and not engaging in "one-size-fits-all" has become an important means of determining professional achievements to ensure academic fairness. British universities usually use the department as a unit to form an external expert jury composed of 4 to 6 experts for each teacher who applies for promotion, and evaluate the applicant's academic performance for the department and the school review committee as a reference for the final evaluation results.

● Improve the "non-rise or go" guarantee mechanism to support the professional growth of teachers. In order to better achieve the institutional goal of "either ascending or leaving", some foreign universities have a set of supporting guarantee mechanisms to provide organizational support for the teaching, scientific research and professional growth of young teachers. For another example, many colleges and universities require less "pre-employed teachers" teaching workload than tenured teachers, so as to allow them more time to devote themselves to scientific research. In addition, according to the actual situation of teacher development and growth, many colleges and universities will make flexible supplementary provisions for the specific circumstances of extending the pre-appointment period in addition to the rigid system of "either promotion or departure".

How to persist in the reform of professional title evaluation for a long time is inseparable from the continuous efforts of universities and relevant institutions of local governments. For university administrators, the reform of teacher title evaluation needs to go through scientific top-level design, refine the evaluation standards, and establish a highly recognized title evaluation system in order to promote the implementation of the reform.

Source: This article is synthesized by Max Research from the website of the Ministry of Education, China News Network, Northwest A&F University, Guangming Daily, etc., please indicate the source when reprinting.