I am the interlocutor in the assessment of the principal, how can I say it? Be specific

School management is difficult, so look for Kong Ming.

During the National Day, I was invited to visit a cultural institution in Guangyuan. President Wan of the institution told me that their institution is still relatively well-known in the local area, and it has developed into 4 branches, more than 50 full-time faculty members, and nearly 2,000 students all year round after its establishment. But the bigger the plate, the more problems there are, and the biggest headache for President Wan is the assessment of the executive principals of the four branches.

The executive principal belongs to the middle and senior managers, and he does the work of comprehensive management, but it is not easy to assess because he does a lot of things. Principal Wan brought a stack of documents, and I couldn't help but be surprised when I opened them, all of them were for the executive principal's various assessment systems, such as attendance systems, meeting systems, and financial systems.

Performance indicators, annual target commitments.

Employee satisfaction, parent and student satisfaction, expense reimbursement and approval system, etc. These seemingly comprehensive assessment contents are actually the biggest constraints on the executive principals. Although we often say that authorization and supervision should go hand in hand, with checks and balances on each other.

But too much assessment is like treating a sports car as a big truck, and it is difficult to move an inch, and I believe that the principals who are studying also feel the same way. So what should be done about the assessment of the executive principal? Combined with my previous experience in campus guidance, I suggested that President Wan use the "three-rate assessment method", the so-called three-rate refers to the profit rate.

Continuation rate and turnover rate.

How does it work? I continue to share it with you.

Profit margin: After all, we do education not charity, profit is the driving force for the long-term survival and development of the campus. Therefore, the first thing that evaluates the executive principal is the profit margin. I suggest that the profit margin be weighted as:

Renewal rate: The renewal rate directly reflects the teaching quality and service level of a campus, which are the foundation of the long-term survival and development of the campus. Therefore, the renewal rate is also the focus of the executive principal's work, and I suggest that the weight of the renewal rate is.

Turnover rate: Only when there are talents can there be wealth, and only a relatively stable team can have a relatively stable profit margin and continuation rate. The turnover rate will directly reflect the stability of the team and the management level of the executive principal.

However, considering that the executive principals of most branch campuses do not have personnel authority, I recommend that the turnover rate be weighted as follows:

There are rewards and punishments for assessment, and now the executive principals of most campuses are taking the basic salary + performance + commission + year-end bonus.

This model is more classic and effective. On this basis, Mr. Kong Ming has made some improvements in combination with the above "three-rate assessment method". Now I also share it with you, if you think it's useful, if you think it's inappropriate, you have the right to be together with us.

Here, I redefine leadership for managers in training schools.

And distilled a formula:

Profit margins, repetition rates, turnover rates, leadership.

Leadership will be a direct reflection of the manager's comprehensive management ability.

It is also important to evaluate and select cadres.

Uh, I doubt your motives -

The school leadership team evaluation conversation should evaluate the leader in this way:

1) The overall political quality of the leadership team is high, and it has established a good image among the workers.

2), the leadership team has a strong team spirit, the team members have a clear division of labor, good communication and coordination with each other, in the major issues of decision-making, through the board of directors, the general meeting of shareholders to discuss and decide, the strict implementation of the major issues of collective discussion system.

It fully embodies the collective strength and the unity of the team.

3) The leadership team has clear ideas and clear strategic development, especially in the case of such fierce competition in the financial industry, our continuous development and growth today is inseparable from the efforts of the leadership team.

(4) The leadership team has a strong sense of dedication and responsibility, often without a day off, and contributes to the development of Xinhe cause, regardless of personal gains and losses.

5) The leadership team has a strong sense of reform and innovation, can correctly face the environmental situation of the financial industry, and boldly explore the reform and innovation ideas of credit cooperatives.

Vigorously develop loans to support agriculture, strive to find new profit growth points, and formulate reasonable annual plans and targets, thus promoting the development of credit cooperatives.

6) In terms of integrity and self-discipline, the leadership team can set an example, set strict requirements, and consciously implement the responsibility system for the construction of integrity and integrity, which effectively prevents the occurrence of corruption and has a good reputation.

What to say about the organizational conversation of the vice president The answer is: first, express gratitude to the organization and leadership. Being able to be promoted to vice principal by the school is inseparable from the love of the leaders and the care of the organization, and it is also inseparable from the criticism, education, love and help of comrades over the years.

Therefore, I was able to take the leadership position because everyone lifted it with their hands and lifted it. First of all, we must be grateful, grateful to everyone, grateful to the organization, and grateful to the guide. Second, talk about your understanding of the work of the vice president.

To put it bluntly, the vice president is the shadow of the principal, the right and left hand of the principal, a banner of the principal's work, representing the principal's behavior, representing the principal's thoughts, and embodying the principal's philosophy of running a school. Therefore, in the work, his words and deeds do not only represent himself, but also represent the entire administrative team, and the will and behavior of the principal are expressed on behalf of Sui's filial piety. Third, you should explain your ambitions.

The vice principal is a new position, which represents great responsibility and pressure, and means that he will be in charge and begin to contribute more and greater energy and wisdom to this collective and this school. In this position, I will strive to explore new management concepts and methods in accordance with the will of the school, continue to innovate, be proactive, and repay the expectations of teachers and students with greater achievements. Fourth, I should talk about my future work status.

Whether it is the original position or the current leadership position, in fact, there is no distinction between high and low, only the size of the responsibility, and the greater the responsibility, the greater the pressure. Therefore, I should actively devote myself to the work I am in charge of with 100 times the effort and energy, and strive to be clear and complete. Fifth, we should talk about our determination.

A new position, a new journey, means a new and greater mission, the road is long, I will go up and down and seek. In the new position, I ask others to do a good job, I do it first, ask others to do it, do it first, ask others to explore, and use solid steps to let them see hope.

Principal's assessment and comment on the land bureau: Decisive decision-making on major matters, vigorous and resolute, and do not drag mud and water. We will not compromise on matters of principle and stick to what we see. Care for subordinates in life, and take care of employees and teachers in difficulty.

Able to listen to the opinions of others, brainstorm and solicit opinions from a wide range of people. Outstanding ability in business, erudite and profound. In the eyes of other teachers, the principal is their backer, the backbone, and he can solve any problem.

As the school administrator, the principal is responsible for planning the development of the school, teachers, and students, inheriting the school's fine educational traditions, innovating the school-running mechanism, and promoting all the school's software and hardware resources to serve the scientific and comprehensive development of education and teaching.

The score of the school's comprehensive evaluation reflects the principal's correct school-running ideas, new educational concepts, and scientific education management, so as to build a harmonious education platform that keeps pace with the times.

The faculty and the principal get along day and night, and the principal's educational philosophy, management methods, and work style are all reflected in the school's decision-making and specific work. Therefore, the evaluation of the principal by the school staff is authentic, comprehensive and reliable.

Responsibilities of the Principal

1. Fully implement the party's education policy, conscientiously implement the policies, regulations and instructions of the state and higher education administrative departments, and lead all teachers and staff to fully complete the school-running tasks of characteristic schools in combination with the school-running principles and characteristics of our school.

2. Lead the formulation of school development plans and work plans for semesters and academic years, organize the implementation and supervise and inspect the implementation of plans and plans; Regularly make work summaries, and put forward measures and opinions to improve work.

3. Preside over the principal's office meeting and administrative meeting to deliberate on major issues of the school. Lead the director of teaching and the counselor of the brigade to make plans, carry out work, and regularly inspect the work.

4. Preside over the formulation of the job responsibilities of the staff of various departments of the school, establish and improve various management systems, clarify the duties, responsibilities, rights, righteousness and interests of the personnel in each position, and manage the school scientifically.

5. Organize and lead students' political and ideological work, and adhere to the correct direction, policy and principle of running the school; Persist in carrying out activities among faculty and staff: "teaching and educating people, managing and educating people, and serving and educating people". Give full play to the role of the moral education team, strengthen the contact with the parents of students, form a joint force in education, so that teachers, teams, and student unions can fully care about the growth of students.

6. Organize and lead the teaching reform and teaching and research work, and implement the syllabus, curriculum plan and school teaching plan promulgated by the State Education Commission; Put forward the requirements of teaching reform and teaching research projects, guide teachers to continuously reform teaching methods, cultivate students' abilities, give full play to students' potential, and develop students' intelligence; Regularly understand the teaching situation, strengthen macro-control, and improve the quality of teaching.

Summary. For the question of the school team's assessment of the individual conversation and evaluation of the principal, we can give the following intuitive affirmation and direct: the principal's evaluation in the personal conversation is based on his performance, leadership ability and work results in school management.

The evaluation can be carried out from the following aspects: Educational philosophy and goals: Whether the principal has a clear educational philosophy and development goals, and can effectively lead the school team to work towards these goals.

Management ability: whether the principal has good management skills, including organization and coordination skills, decision-making skills and problem-solving skills, etc., to ensure the smooth progress of the school's work. Faculty Construction:

Whether the principal pays attention to the construction of the teaching staff, takes measures to improve the professional level and teaching quality of teachers, and stimulates the enthusiasm and creativity of teachers. Reputation and image of the school: whether the principal pays attention to improving the reputation and image of the school, and promotes the sustainable development of the school through the construction of campus culture and the fulfillment of social responsibilities.

School development and reform: whether the principal actively promotes the development and reform of the school, pays attention to the cutting-edge trends of education, and introduces advanced educational concepts and technical means to meet the needs of the times.

For the question of the school team's assessment of the individual conversation and evaluation of the principal, we can give the following intuitive affirmation and direct: the principal's evaluation in the personal conversation is based on his performance, leadership ability and work results in school management. The evaluation can be carried out in the following aspects:

Educational Philosophy and Goals: Whether the school has a clear educational philosophy and development goals, and can effectively lead the school team to work towards these goals. Management Skills:

Whether the principal has good management skills, including organization and coordination skills, decision-making skills and problem-solving skills, etc., to ensure the smooth progress of the school's work. Faculty Construction: Whether the principal pays attention to the construction of the teaching staff, takes measures to improve the professional level and teaching quality of teachers, and stimulates the enthusiasm and creativity of teachers.

Reputation and image of the school: whether the principal pays attention to improving the reputation and image of the school, and promotes the sustainable development of the school through the construction of campus culture and the fulfillment of social responsibilities. School Development and Reform:

Whether the principal actively promotes the development and reform of the school, pays attention to the cutting-edge trends of education, and introduces advanced educational concepts and technical means to meet the needs of the times.

In addition to the above aspects, we can also test the comprehensive quality of Principal Wunatsa from the aspects of financial management, campus culture construction, and home-school cooperation. In addition, in the process of evaluating the principal in a personal conversation, attention should be paid to the combination of objectivity and fairness, quantitative indicators and qualitative descriptions to ensure the accuracy and credibility of the evaluation.

Hello, it is a pleasure to serve you and provide you with the following answers: First of all, I should first give the principal a brief description of what happened and what might be the cause of the problem. Then, I should describe possible workarounds and practices, and I should detail the problems that may arise during the implementation and propose possible solutions.

At the same time, I can also share some personal tips and possible knowledge that may be relevant to solve the problem more well.

Hello, it is a pleasure to serve you and to give you the following answers: First of all, I would like to thank the principal for his concern for me. I'll do my best to fix the problem.

First of all, I will carefully analyze the problem, find out the cause, and give an effective solution. Second, I develop a detailed plan to ensure that each step is implemented effectively. Finally, I regularly check the progress to make sure the solution is working.

In addition, I will be proactive in communicating with other relevant people in order to better understand the problem and identify possible problems in a timely manner. In the end, I will continue to learn and improve my ability to solve problems better. I believe that as long as I persevere, I will be able to solve the problem.