Solution 4: Innovation in Training, Development, and Retraining

have suitable working positions, participate in training and professional development , have policies and regimes fully and promptly resolved; be informed and participate in school activities according to the provisions of law and be dedicated and work long-term for the development of the school.

- Have policies to support funding, create time conditions... for teachers to participate in training, fostering, and self-study. Implement well the commendation, reward, and promotion of teachers who have made important contributions to the development of the school.

- Develop relevant standards , policies and implementation procedures.

Implement the annual transfer of teachers between schools to create a legal basis for transferring teachers between units; organize the dissemination of awareness about the purpose and requirements for transferring teachers in the teaching staff and management staff; implement well the regime and policies to create motivation for the team to strive to improve professional qualifications, perfect working skills, change and adapt to the new environment to meet the requirements of development, in order to organize and implement the transfer of teachers. The principal needs to create favorable conditions for transferred teachers to complete their tasks well, develop their strengths, contribute to improving teaching and educational activities at the school, create conditions for them to strive, contribute better and develop at the new unit.

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3.3.3.3. Implementation

a) Build a plan

- Based on the annual staffing quota and the forecast of the number of teachers in previous years, in the period up to 2015, up to 2020, and the Project on building and developing Le Quy Don High School for the Gifted up to 2015, the Department of Education and Training builds a plan for developing teachers for high school level in the whole city, including the need for teachers in each subject with professional qualifications and pedagogical capacity to meet the requirements of the city. This plan must be included in the plan.

into the school 's high-quality human resource development project .

- Every year, based on the scale of class development, students , staff, labor and assigned authority , school principals develop plans to select and receive additional teachers for the shortage of teachers throughout the school year. To effectively select and choose teachers with capacity, professional ethics, dedication and long-term stability in the units, the Department of Education and Training approves, guides and directs school principals to study regulations on records, processes , procedures and standards for selected people.

It is necessary to overcome the limitations in the process of selecting teachers in the form of

To implement additional labor contracts during the year, schools must develop a teacher selection plan for the entire school year, set teacher quotas for each subject, at specific times throughout the school year to promptly supplement and replace teachers who retire, quit or transfer jobs.

- Every year, in addition to the plan for selecting and receiving teachers, the Department of Education and Training

Develop a plan for transferring teachers between high schools . The teacher transfer plan must set out specific goals, standards, time to be transferred to work at a unit, the number of teachers of each subject taught, and specific responsibilities of high school principals, teachers, and coordination tasks of mass organizations in schools and specialized departments of the Department of Education and Training.

Every year, schools organize an analysis and evaluation of the results achieved.

achievements of the unit in the past year, focusing on the causes of the existing problems, limiting the impact on the quality of education of each subject. The school principal proposed the number of good teachers of each subject that needed to be transferred to support other units.

Based on the requests of schools , the Department of Education and Training analyzes and evaluates the current situation of each school to have a plan to transfer teachers between units and supplement teachers to suit the requirements of each unit.

b) Implementation organization

- To attract high school teachers to ensure compliance with the city's human resource attraction policy, the Department of Education and Training needs to organize the implementation of the following contents:

(1) Widely announce the city's attraction policy and activities .

done , results achieved in recent years;

(2) Coordinate with the City's Center for High-Quality Human Resource Development and the City Training Council to register the number and types of subjects that need to be attracted by the Education and Training sector. Implement a scientific, objective, and fair selection process to select the right subjects to attract, suitable for professional tasks ;

(3) Organize workshops to discuss issues related to reception.

receive, use, arrange, organize work, policies and evaluate the work results of the attracted teachers. Thereby, grasp the thoughts and aspirations of teachers to make proposals, adjust and supplement regulations to suit and implement the development of teachers more effectively;

(4) Assign experienced teachers to guide and assist teachers who are attracted but have little experience to improve work quality and efficiency;

(5) Launch a movement to write and apply innovative experiences and scientific research in the target group. There is a summary assessment, commendation and reward for this movement. At the same time, this is an activity that must be carried out regularly, not organized as a movement at a certain time.

- The work of selecting and receiving teachers is organized and implemented by schools periodically every year based on the additional needs of the unit. The plan for selecting and receiving teachers must be developed and widely publicized by schools to attract those with qualifications and abilities that meet the school 's requirements to participate in the recruitment.

School principals need to disseminate basic information to candidates about the mission and goals that the school is pursuing, at the same time , set out criteria for evaluating knowledge, skills, and moral qualities of the position to be recruited and have a commitment to creating conditions for teachers to be selected during their work at the unit.

- The work of transferring teachers plays an important role in the work of developing the team, however, there will be obstacles in the awareness of teachers and school managers. Therefore, the organization and implementation of this work should be carried out as follows:

(1) Organize to thoroughly disseminate awareness among teachers and school managers; make them clearly understand the purpose and meaning of this work. Thereby, teachers are aware of their own responsibilities and obligations when carrying out transfers and the unit's responsibilities towards teachers who are transferred in and out and the work of building and developing teachers of the unit and the industry;

(2) Develop standards , time, policies, and specific responsibilities.

The organization of the teacher, the unit, relevant mass organizations and the process of transferring teachers must ensure science, fairness, democracy, suitability with the conditions and circumstances of the teacher and the actual situation of each unit;

(3) The Department of Education and Training provides specific guidance and direction and implements it fairly.

GV transfer declaration;

(4) Organize preliminary and final reviews , assessments, and lessons learned to overcome problems.

Any problems arising during the transfer process should be promptly adjusted.

Establish appropriate standards, procedures and policies; promptly detect positive factors and include them in the list of core teachers and staff, and reserve leadership positions for schools through teacher transfers.

c) Implementation direction

- Direct schools to compile statistics and report on the effectiveness of their work.

Teachers are the target audience.

- Direct the Department of Secondary Education , the Department of Personnel Organization and related departments to organize conferences and seminars as planned.

- Directing schools , including Le Quy Don High School for the Gifted

Develop plans and staff needs for each school year, until 2015 and 2020 according to the established project. Review the number of existing teachers, the number of teachers who can teach natural sciences and social sciences in English, and the needs in the coming years.

- Direct relevant departments of the Department to summarize the situation and collect opinions.

Survey and provide accurate advice on policies to attract teachers and plans to transfer teachers between schools.

- Direct high schools to develop plans and organize the implementation of teacher selection plans in accordance with the correct procedures and processes, organize selection to ensure objectivity and fairness...; effectively manage and use teachers at the unit .

d) Check and evaluate

- The Department of Education and Training organizes regular meetings with principals of high schools (once every 2 months) with the following contents: evaluating the results of performing tasks in the past time, analyzing the causes of existing problems and limitations, and proposing the following tasks for the management and organization of activities of the industry and units; including the management and development of the team of teachers and educational managers.

education at the units. Through the meeting, the Department of Education and Training inspected the implementation of the tasks of the plans for developing teachers and staff at high schools .

- The Department of Education and Training organizes inspections and evaluations of high schools on the organization and implementation of school year tasks, implementation of plans of the Department of Education and Training, and management work of principals on school activities . Through inspections, the Department of Education and Training provides timely guidance and direction to adjust existing problems and difficulties of units in management , arrangement, use and implementation of obligations and rights of teachers eligible for attraction.

- The Department of Education and Training organizes inspections and evaluations of the work of selecting, using, and transferring teachers, the responsibilities of school principals towards selected and transferred teachers, and the results of task performance and compliance with decisions of transferred teachers. Thereby, the Department of Education and Training directs schools to detect positive factors to have plans for training and fostering teachers; resolve the dismissal and transfer of selected and attracted teachers who do not meet the requirements .

e) Implementation conditions

The policy of attracting talents is a major policy of the city and the work of transferring teachers between schools with the aim of strengthening and supporting teachers with capacity and expertise for units is a new job. Therefore, to effectively implement this solution, the city's Department of Education and Training and schools must meet the following conditions:

- There is direction and leadership from the City Party Committee, the City People's Committee and the coordination and support of departments and branches in attracting high-quality human resources and transferring teachers.

- The Department of Education and Training develops a project on attracting high-quality human resources for high schools, with a roadmap for implementation of each time frame , in accordance with the actual requirements of schools , and recommends that the City People's Committee approve it.

- High schools develop plans and organize the implementation of teacher recruitment and recruitment in accordance with current regulations and in accordance with the actual conditions of the unit .

- Schools need to properly evaluate the performance of each work content and subject , identify the causes of limitations and solutions; propose additional staff and good teachers of each subject that need to be transferred to support the school . Organize dissemination and raise awareness among teachers and educational managers ; consensus and responsibility of units and individuals in the transfer work .

3.3.4. Solution 4: Innovation in training, fostering and retraining

teacher

3.3.4.1. Purpose and meaning

Training and fostering work contributes significantly to improving the quality of teachers in terms of qualifications, professional capacity, and professional ethics, meeting the requirements of innovation in the education and training career. Training and fostering teachers in general, and high school teachers in particular, is an extremely necessary task and must be carried out regularly and continuously. It needs to be innovated to overcome limitations and meet new requirements of the industry in the coming time.

3.3.4.2. Content

Faced with the requirements of educational program innovation, new requirements are set for teachers in terms of professional competence and professional ethics. Professional competence is understood as the sum of knowledge, skills, and attitudes that teachers need to have to successfully handle the diversity of teaching and educational situations . Professional competence is formed from training in pedagogical schools , through fostering work and actual classroom practice of teachers.

Professional ethics determine the quality and morality of a teacher . A teacher must love his profession and love the subject he teaches.

I am performing my duties. If a teacher does not love his job and people, he cannot successfully perform his educational function. Therefore, the training and fostering of teachers must be based on the regulations of professional standards, the requirements of educational innovation and the current situation of high school teachers to have appropriate content, programs and forms of organization. Although in the past time, the training and fostering of teachers of the industry has achieved significant results, however, there are still certain shortcomings that need to be innovated to suit the development and requirements set for teachers in the innovation of the education industry. The training and fostering of high school teachers in Da Nang city in the coming time must be reflected in the following main contents:

a) Regarding political ideology and professional ethics:

- Fostering political theory and Ho Chi Minh's moral ideology through continuing to implement Directive 03 on studying and following Ho Chi Minh's moral example; continuing to carry out emulation movements and major campaigns of the education and training sector such as the campaign "Each teacher is a model of morality, self-study and creativity",... considering this as an important content that each teacher must be nurtured, studied, cultivated and trained throughout life on the moral example of Uncle Ho as a teacher before the generation of students and everyone .

- Fostering political qualities and professional ethics for teachers according to the following regulations:

Standards and criteria of secondary school teacher professional standards (regulations issued with Circular 30/2009/TT-BGDDT). The political qualities and professional ethics of teachers that need to be fostered are shown in the following contents:

(1) Moral qualities of a citizen: Having an ideological stance

steadfast , confident and exemplary in implementing policies , guidelines and guidelines

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