After Baojun captured Yu Chenglong through Li Wei, he gained a new understanding of Li Wei. On the one hand, he thought that this man was ruthless and would do such cruel things to people he didn't even know. On the other hand, he felt that Li Wei
After all, Wei is still too young. This behavior is a sign of childishness. Think about it, when someone gives you a gift, if you take it down and use the gift money as evidence to the county Commission for Discipline Inspection, who will dare to give it to you in the future?
Are you giving gifts? Isn't this cutting off your financial resources?
In You Baojun's view, the true meaning of being an official is to find ways to seize power, and then use the power to make money. After making money, spend money to buy an official position, thereby gaining more power, making more money, and then buying a bigger job.
official.
So in his opinion, Li Wei is undoubtedly immature in this regard.
But Li Wei is undoubtedly powerful, because he has the support of many members of the Standing Committee of the County Party Committee, so he cannot collide head-on. It is up to the Baojun to decide to adopt the method of flattery and killing. It is best to make him get carried away and make big mistakes. Now Geng Xinghuo has already
Unfortunately, neither Chen nor Feng is his opponent. So, as long as Li Wei makes a big mistake and defeats Maicheng, the position of director of the Education Bureau will belong to him.
At Monday's regular meeting, after Li Wei arranged his work for the week, he asked the bureau to speak as usual. The director changed his low-key style in the past and recounted the great changes that had taken place in the Education Bureau after Director Li came to the Education Bureau. The corrupt official Geng Xinghuo
After being found out, Yu Chenglong, who had bullied teachers and had bad conduct, was brought to justice. The education atmosphere in South China County was cleared up. He praised Li Wei as the youngest, most accomplished and most ground-based education director in South China. He said that he would definitely
We must unite around the leadership group of the Education Bureau with Li Wei as the core and make due contributions to the education cause in South China.
After the director spoke, Luo Chunsheng spoke. His language was even more exaggerated, praising Li Wei as an unprecedented pioneer and a good leader. He vowed to follow Director Li closely. Director Li said to
He went east when Bureau Li told him to go west. He actually said something astonishing about listening to the party and following Bureau Li. The disgusting language made Li Wei get goosebumps all over his body.
With the bureau and Section Chief Luo taking the lead, the leaders of each department came to visit one after another and rushed to speak, fearing that they would have nothing to say after others used up their words of praise first.
An ordinary regular meeting turned into a commendation and loyalty meeting from subordinates to superiors.
These people's praise of Li Wei's unconstrained style did not make Li Wei get carried away, but aroused his vigilance. He secretly focused his attention on You Baojun, and was shocked. He didn't expect this guy with a smile like Maitreya Buddha.
, with such a dark psychology, he is the biggest corrupt official in the Education Bureau, and he has a large number of followers behind him who are connected by interests.
He actually wants to praise and kill himself, which is really insidious. From now on, we must be very careful about this guy.
He knew that after Geng Xinghuo's fall, there would be a battle between him and You Baojun sooner or later because of their interests, but this man was cunning and cunning and much more difficult to deal with than Geng Xinghuo.
Li Wei finally couldn't help but interrupt the performance of the section chiefs and said: "I have different opinions from everyone. I won't say more about Comrade Geng Xinghuo. The County Commission for Discipline Inspection has already made a conclusion on his issue.
I want to say more about Yu Chenglong’s problem. Have you ever thought about it. Although Yu Chenglong has reached today, he has his own low quality. But as a staff member of the Education Bureau, as a manager of education in South China, we must be more
I think a lot, do we have problems at the institutional level? If so? What are the problems? If the problems at the institutional level are not solved, and if the soil that breeds corruption still exists, I think there will be Zhang Chenglong, Wang Chenglong, and Li Chenglong appearing one after another in the future.
Here, I raise two questions for everyone to think about: First, how did a person with low ability and bad conduct like Yu Chenglong get into a leadership position? Let’s reflect on it, are there any problems with our leadership selection and appointment system? If so?
What is the problem? How to solve this problem.
Second, one of the important weights used by Yu Chenglong to collect bribes and rape female teachers is their professional title. My second question is whether professionalism, which is an important management method for grassroots teachers, has played its due role in education.
Promoting effect? Are there any problems with our professional title setting and professional title evaluation work? If so, where are the problems? How to solve this problem?
I hope everyone will seriously consider the two questions I raised. I will give you a week to prepare. On the weekend, everyone will write an article about their thoughts on these two issues and give it to me. For this article, I have the following two requirements:
: 1. Tell the truth and don’t use clichés. If I find that there are more than three sentences in clichés, I will go back and rewrite them.
Second, don’t plagiarize, especially don’t download from the Internet. This is a matter of attitude and character. Now, Du Niang’s function is very powerful. If you really plagiarize, don’t expect me to find out. If you find plagiarism, I will
We will carefully consider your future use.
Okay, that’s it for today’s meeting, adjourned.”
After the meeting, the staff of the Education Bureau left the conference room one after another. They did not tell jokes or joke as usual, and they all looked solemn.
It seems that after establishing a foothold in the Education Bureau, the new director will start to attack the education system in South China, and both of these attacks are aimed at the core of the long-standing shortcomings in the education system. From this, it seems that he is not an outsider in education work.
Most of the people working in the Education Bureau are from the grassroots level and undoubtedly have a deep understanding of the current situation of education in South China.
A saying that leaders often say is: if there is a good principal, there will be a good school. However, looking at the schools in South China, there are only a few truly good principals sitting in the principal's position. It is not that they are incapable of learning.
There are those who are quick-witted, good old people with mediocre ideas, and relationship experts who hang out at restaurants and dinner parties all day long. There are very few who really understand education and management. This is the fundamental reason why the education industry in South China has been stagnant.
Why is this happening? In one word, it is a matter of employment system.
It is true that the education system in South China, like the administrative agencies, has a set of procedures for the selection and appointment of school leaders that appear to be very reasonable. For example, before appointing school leaders, "double recommendation" must be carried out among teachers, that is, verbal recommendations and
Written recommendations must be made by both parties, but there are many tricks in the implementation of this system. For example, the people who participate in the recommendation are generally not all teachers. The leader can arrange for people close to him to participate in the recommendation. In addition,
Teachers all know that this recommendation is just a formality, and the results of the recommendation are not disclosed to the teacher. No matter how much they have a strong opinion about this person, they will not vote against it. Everyone is afraid that the leader will give him a pair of small shoes in the future.
Wear shoes.
In South China, there has never been a situation where less than half of the recommendations were recommended, and there are many cases where the two recommendations were unanimously approved.
In the final analysis, county leaders and bureau leaders have the final say in the appointment of school leaders, not teachers.
This kind of recommendation is, to put it bluntly, just a formality. It is a fig leaf used to cover up the leaders’ power-money transactions and legitimize their behavior of letting others make money.
Under this kind of employment system, how can those who are capable and understand management get promoted? Not to mention whether they have so much money, even if they have money, those who have real talent and knowledge are often aloof and ashamed to spend money.
Looking for an official.
But this problem is not so easy to solve. Why? Because the education system is not an independent system. In the final analysis, it is just a department under the leadership of the South China Party Committee and the government. Those who can sit on the position of principal are in the county committee.
How many people are there in the government?
The reform of the employment system is the most sensitive topic. It touches a huge interest group. Although Li Wei has a strong backing in the South China County Party Committee and Government, can he really leverage this interest group? Everyone is doubtful.
Another issue is the issue of professional titles. Everyone knows that the purpose of setting up professional titles was to stimulate teachers' enthusiasm for education and teaching. However, now that there are too few professional title levels and serious unfair assessments, it has seriously affected teachers' enthusiasm for work.
Take middle school teachers as an example. After graduating from college, as long as the probation period expires, they will become middle school level two teachers. However, it is very difficult to obtain middle school level one. Some places stipulate that the teaching experience must be fifteen or even eighteen years.
As mentioned above, it takes more than ten years to get to the next level. Most young people start to dawdle when there is no hope for their job. It is not too late to work hard when they have almost reached the age of teaching. This greatly dampens the enthusiasm of young teachers to work.
After middle school teachers are evaluated as first-level teachers, they usually put their weapons and weapons into storage. Why? Because there are very few positions for senior middle school teachers. They can be described as rare. Most teachers don’t even think about it. So in middle schools,
Senior teachers are not very attractive to ordinary teachers.
At the same time, serious back-room operations in the job evaluation process have also eliminated the only positive meaning of professional titles. Since job evaluation is not about work ability and performance, who is still improving their abilities and working hard at work?
This is also the root cause of the widespread feeling of job burnout among teachers in schools in South China.
Only by truly solving this problem can education in South China truly gain vitality and vitality.
But again, this problem is not easy to solve. First of all, it is a policy issue. The setting of professional titles is a unified national regulation. Although teachers have great opinions, if the policy has not changed, can South China create another one?
Second, it is also a question of interests. Why does unfairness occur in job evaluations, and why does behind-the-scenes operations occur? This is because there are many leaders’ family members, children, and relatives who are involved in education. Some of them basically do not go to work, and some do not work at all.
They are not on the front line of teaching. Some people who are on the front line of education do not teach well and have poor grades, but their professional titles are often the first to be resolved. This is well known to everyone.
But everything has a degree. If it goes too far and arouses the collective indignation of the teachers, if there is a collective strike, collective riots and other evil incidents, the leaders of the Education Bureau will also be very passive. Therefore, the annual evaluation
Before employment, the Education Bureau will formulate a seemingly very strict professional title evaluation method. It also repeatedly emphasizes openness, public evaluation, and openness.
But as long as you study those plans and methods in depth, you will find that there are many ways to do it. For example, to be rated as a first-level middle school, in principle, the teaching experience must be fifteen years, but then there will be an exception if the performance is particularly outstanding. This is
It's a back door for those special people.
Also, many items are very vague and can be understood in one way or another. How to understand it depends on the leadership's preference. This is the fundamental reason why Yu Chenglong and others do whatever they want in the job evaluation.
There used to be a teacher in Sanbao Town, Huanan County who had never worked a day at school. When it came time to evaluate his performance, the school leaders were afraid that the teachers would have opinions, so they naturally disagreed.
Later, when the school evaluation work was over, the education director received a call from the county party secretary, asking him to resolve the issue of the professional title of the teacher in Sanbao Town. The director briefly expressed the difficulty, and the county party secretary said displeasedly: "This point
How did you become the director when you can't even handle small things?" He hung up the phone without waiting for an explanation.
The director immediately hung up the phone to the principal. The principal also expressed his difficulty and immediately gave the director a shameless scolding. Finally, the director promised to add an additional quota to their school and asked him to report the teacher's information immediately.
.
After the principal hung up the phone, he immediately organized manpower to fill out all the forms and delivered them to the Education Bureau in person. He also called people to sign them.
Later I found out that this teacher, who had never attended a class before, was an acquaintance of the county party secretary.
If Director Li wants to reform the professional title evaluation method, the first thing that will be touched is the interests of these special groups. Of course, it will also touch the interests of the people behind them. This is a very large group. Does Li Wei really have that kind of courage and charm?
At the beginning, Xi Wenmin's teacher recruitment reform was a lesson learned from the past. People in the Education Bureau were very doubtful whether Director Li, who seemed to be very experienced in doing things, would follow in the footsteps of Xi Wenmin?
Doubts remain doubts. The tasks assigned by the leader still need to be completed. This is also an opportunity to show talent to the leader. Therefore, after the meeting, everyone began to collect information and prepare the article.
(First update of three updates of 10,000 words per day)