After the merger, how much additional income will teachers in Ho Chi Minh City receive?

The additional income policy according to the specific mechanism of Ho Chi Minh City continues to be maintained and expanded to the old Binh Duong and Ba Ria-Vung Tau areas.

INCOME INCREASE UP TO 1.5 TIMES SALARY

An official in charge of personnel organization of the Department of Education and Training of Ho Chi Minh City said that in early September, the People's Council of Ho Chi Minh City passed many important policies directly related to the lives of officials, civil servants and people, focusing on improving income, housing, social security, etc. The policy of increased income according to the special mechanism of Resolution 98/2023 of the National Assembly continues to be maintained and expanded to region 2 (former Binh Duong ) and region 3 (former Ba Ria-Vung Tau). Officials and civil servants who complete their tasks well or excellently will receive additional income at a fixed rate of 3 million VND/month or a maximum of 1.5 times the salary scale, rank, or position.

Many schools consider the application of digital transformation in teaching as one of the criteria for assessing additional income.

PHOTO: NHAT THINH

Compared to before, the policy beneficiaries have also been expanded to include a number of agencies and contract workers.

According to the procedure, after the People's Council passed the resolution, the Ho Chi Minh City People's Committee issued a decision. On October 14, the Department of Home Affairs deployed instructions on the contents and criteria for evaluating and classifying workers. For the education and training sector, teachers and civil servants in educational institutions will be assessed by the principal.

When implementing a two-level government, according to officials of the Department of Education and Training, the authority to evaluate heads of kindergartens, primary schools, and secondary schools under wards, communes, and special zones is the chairman of the ward, commune, or special zone; and the Department of Education and Training will be responsible for high schools.

EXTRA INCOME TEACHERS RECEIVE

After the merger, according to statistics from the Department of Education and Training of Ho Chi Minh City, there are more than 117,000 civil servants eligible for additional income under special policies. Of which, region 1 (old Ho Chi Minh City) has 80,612 civil servants, region 2 has 20,759 civil servants and region 3 has 16,460 civil servants.

Activities that count as professional duties during the summer break

The Department of Education and Training of Ho Chi Minh City stipulates that activities considered as professional tasks during summer vacation to calculate additional income include:

Teaching and learning activities with direct and specific products: Admissions (except for activities supporting exam season, introduction and promotion); training and knowledge development for students (training excellent students, exam review, general education) according to the plan and direction of competent state agencies; organization of compulsory exams and assessments assigned by state agencies; seminars, professional conferences, scientific research assigned and implemented by competent authorities.

Mandatory activities serving teaching and learning tasks: Training and fostering of expertise and skills directly related to teaching according to the plan of competent authorities; dissemination of mandatory knowledge about the school year plan, training programs, specialized legal regulations issued by superiors; professional and technical examinations and tests organized by competent state agencies; mandatory professional conferences to implement teaching and learning tasks (when this is the only suitable form); activities of youth assistants and Team leaders related to Youth Union and Team work according to the summer activity organization plan of competent state agencies.

The formula for calculating the additional income of teachers when they excellently complete their tasks to calculate their monthly income is as follows: Salary coefficient + Position allowance coefficient (if any) x 2,340,000 VND (base salary) x 1.5 (additional income coefficient).

With this calculation, a grade III preschool teacher who completes his/her tasks excellently will have an additional income of 7.37 million VND/month (level 1, coefficient 2.1) to 17.1 million VND/month (level 10, coefficient 4.89).

A grade II preschool teacher who completes his/her tasks excellently will have an additional income of 8.2 million VND/month (level 1, coefficient 2.34) to 17.4 million VND/month (level 9, coefficient 4.98).

Grade I preschool teachers who complete their tasks excellently will have additional income from 14 million VND/month (grade 1, coefficient 4) to 22.3 million VND/month (grade 8, coefficient 6.38).

Meanwhile, for primary, secondary and high school teachers with grade III qualifications who complete their tasks excellently, their additional income will be from 8.2 million VND/month (level 1, coefficient 2.34) to 17.4 million VND/month (level 9, coefficient 4.98).

Primary, secondary and high school teachers of grade II who complete their tasks excellently will have additional income of 14 million VND/month (level 1, coefficient 4) to 22 million VND/month (level 8, coefficient 6.38).

Primary, secondary and high school teachers, grade I, who complete their tasks excellently, have additional income of 15.4 million VND/month (level 1, coefficient 4.4) to 23.7 million VND/month (level 8, coefficient 6.78).

The additional income policy according to the special mechanism of Resolution 98/2023 of the National Assembly continues to be maintained and expanded to region 2 (former Binh Duong) and region 3 (former Ba Ria-Vung Tau).

Photo: Dao Ngoc Thach

CRITERIA FOR ASSESSMENT AND CLASSIFICATION

According to Thanh Nien reporters, nearly 3,500 public schools from kindergarten to high school in Ho Chi Minh City have begun to evaluate and classify quality based on work efficiency and pay additional income in the third quarter to administrators, teachers, and school staff.

Ms. Nguyen Thi Thanh Truc, Principal of Thu Duc High School (Thu Duc Ward), said that based on the regulations, each school must develop a specific criteria appendix, explaining the content in a detailed, easy-to-understand manner, suitable to the characteristics to evaluate most accurately. According to Ms. Truc, the more detailed and specific the criteria are, the clearer the evaluation will be for employees, and the scores will be more accurate. Those who complete will receive points, and those who miss work will have points deducted...

The principal of a high school in Ben Thanh Ward believes that in order to evaluate accurately and fairly, we must first adhere to the guidance documents of the Department and develop evaluation criteria with 100% consensus of the group. This principal also acknowledges that the criteria need to be specific, clear and must be closely monitored. In particular, when evaluating and classifying, we must see the outstanding contributions of outstanding individuals.

In addition, this principal also pointed out that cases that were not classified as good or excellent, such as violations of teacher ethics, being late, being absent frequently, were reported by parents and students accurately. Or students and parents reported and the school checked the reality of teachers giving difficult tests, deviating from the goals of the 2018 General Education Program (not focusing on exams, developing skills).

The principal of a secondary school in a central ward of Ho Chi Minh City said that applying digital transformation is also one of the criteria for considering increased income. However, he said that it is necessary to unify the rate of excellence so that schools can work together, understand correctly, and do it correctly because in some places the rate of excellence is up to 70 - 80%.

Schools in Ho Chi Minh City have begun to evaluate and classify quality based on work efficiency and pay additional income in the third quarter to administrators, teachers, and school staff.

Photo: Dao Ngoc Thach

REGULATIONS ON ASSESSMENT AND GRADING DURING TEACHERS' SUMMER VACATION

The evaluation and classification of education officials has its own characteristics, especially in the third quarter (July-August-September), which includes 8 weeks of summer vacation for teachers. Therefore, in addition to the general regulations of the City in evaluating the quality of work of officials, the Department of Education and Training guides schools in determining the professional tasks of teachers during the summer vacation. This is to clearly and strictly regulate the activities recognized as professional tasks during the summer because they directly affect the teachers' additional income.

Mr. Nguyen Van Hieu, Director of the Department of Education and Training of Ho Chi Minh City, said that only contents and activities directly related to teaching and learning in schools are considered and recognized as professional tasks. These activities must be specifically determined by competent authorities regarding implementation time, and must have written instructions, guidance or mobilization from competent agencies.

Accordingly, the principal is responsible for assigning professional tasks to teachers during the summer break. Heads of public service units must publicly state responsibilities; have timesheets; and specifically determine the start and end times of each individual's activities. The implementation must be fully and correctly informed to the person performing the work so that they are responsible for completing the work with evidence of completed products.

Source: https://thanhnien.vn/sau-sap-nhap-thu-nhap-tang-them-cua-giao-vien-tphcm-ra-sao-185251110213737868.htm