Teachers and civil servants are two important personnel in the public sector of our country. However, compared with civil servants, the treatment of teachers is generally lower, which is related to the high annual performance bonus standard of civil servants. In the performance evaluation of civil servants, performance is an important evaluation index. In the performance evaluation of teachers, teaching quality is often the only evaluation index, and other aspects of performance can not be reflected. In addition, civil servants' job responsibilities cover a wide range, and they often need to have multiple abilities in the course of work. However, teachers' job responsibilities are mostly limited to teaching activities, and their required abilities are relatively simple. Therefore, the reason why the annual performance bonus standard of civil servants is relatively high is also related to their job responsibilities and needs. What needs special attention is that teachers' work is indeed unique, and their occupation may be different from other industries, but compared with civil servants, it is as important as civil servants. At this stage, teachers' performance appraisal standards are gradually being reformed and improved, with a view to improving teachers' praise and encouragement and enhancing teachers' professional honor and satisfaction.
How is the annual performance bonus standard for civil servants formulated? The formulation of the annual performance bonus standard for civil servants needs to follow the relevant laws, regulations and policies, and be determined in combination with the actual situation and work requirements. Under normal circumstances, the annual performance bonus standard of civil servants includes two parts, namely, basic performance appraisal and individual outstanding recognition. The basic performance appraisal mainly examines the basic work completion and work attitude of civil servants, while the single outstanding commendation is a reward for individuals who have made outstanding contributions in a certain aspect.
The annual performance bonus standard of civil servants is high, which is one of the reasons for the large gap between teachers and civil servants. Teachers' performance appraisal standards are being gradually reformed and improved, with a view to improving teachers' praise and encouragement and enhancing teachers' professional honor and satisfaction. The formulation of the annual performance bonus standard for civil servants needs to follow the relevant laws, regulations and policies, and be determined in combination with the actual situation and work requirements.
Legal basis:
Article 95 of the Civil Service Law of the People's Republic of China If a civil servant refuses to accept the following personnel handling involving him, he may apply to the original handling organ for review within 30 days from the date of knowing the personnel handling; If you are dissatisfied with the review result, you may, within fifteen days from the date of receiving the review decision, appeal to the competent department of civil servants at the same level or the organ at the next higher level that made the personnel handling; You can also directly lodge a complaint within 30 days from the date of knowing the personnel handling without review:
(1) punishment;
(2) Dismissal or cancellation of employment;
(3) demotion;
(four) regular assessment as incompetent;
(5) removal from office;
(six) the application for resignation and early retirement is not approved;