中国电化教育

"县管校聘"管理改革是近年来我国中小学教师管理制度的创新之举。这项改革在实践中遭遇教育均衡发展的新挑战、政策执行者的道德风险以及公立中小学校及教师的发展性难题。这些改革问题背后的深层次原因可归为"县管校聘"政策体系的不完备、改革行动者的利益导向、改革的保守主义传统与分数至上的考评文化等。推进"县管校聘"管理改革持续深入开展需要完善"县管校聘"政策体系,增强政策现实操作性;强化改革监督机制,规范改革行动者的利益行为;构建利益协调机制,调动各方改革积极性;完善教育考核评价制度,引导大众形成正确的素质教育观;健全舆情监控体系,制定改革应急处置方案。

The reform of the “county management and school employment” is an innovation in the management system of primary and middle school teachers in my country in recent years. In practice, this reform has triggered new challenges for the balanced development of regional education, moral hazards for policy executors, and development problems for public primary and secondary schools and teachers. The deep-seated reasons behind these reform issues can be attributed to the incompleteness of the “county management and school employment” policy system, the interest orientation of reform actors, the reform's conservative tradition and the score-oriented evaluation culture. Promoting the continuous and in-depth advancement of the management reform of “county management and school employment” for teachers requires improvement of the “county management and school employment”policy system, enhancing the practical operability of the policy; strengthening the reform supervision mechanism, standardizing the interest behavior of reform actors; building an interest coordination mechanism to mobilize all Party reform enthusiasm; improve the educational assessment system, and guide the public to form a correct concept of quality education; improve the public opinion monitoring system and formulate a reform emergency response plan.