Ho Chi Minh City pilots decentralization of teacher recruitment to principals

In the 2022-2023 school year, the first school year, the Ho Chi Minh City Department of Education and Training will pilot the decentralization of teacher recruitment for 2 specialized high schools: Le Hong Phong High School, Tran Dai Nghia High School, City Kindergarten 19.5, City Kindergarten. In the 2023-2024 school year, the pilot will be expanded to 3 high schools implementing the advanced school model, international integration and 4 high schools in Can Gio district. In the new school year 2024-2025, the decentralization of recruitment of civil servants will be promoted for 9 high schools far from the city center, including 7 high schools in Cu Chi district, 1 school in Thu Duc city, and 1 school in Binh Chanh district.

Le Hong Phong High School for the Gifted is one of the schools assigned to the principal to recruit teachers.

Thus, up to now, with more than 120 affiliated schools, the Department of Education and Training of Ho Chi Minh City has piloted decentralization of recruitment for 20 schools including Le Hong Phong Specialized High School, Tran Dai Nghia Specialized High School, Nguyen Du High School, Le Quy Don High School, Nguyen Hien High School, Thanh An High School, Can Thanh High School, An Nghia High School, Binh Khanh High School, An Nhon Tay High School, Phu Hoa High School, Trung Lap High School, Cu Chi High School, Quang Trung High School, Tan Thong Hoi High School, Trung Phu High School, Nguyen Van Tang High School, Binh Chanh High School for Gifted Students, 19.5 High School for Gifted Students, and High School for Gifted Students.

According to Mr. Ho Tan Minh, Chief of Office of the Department of Education and Training of Ho Chi Minh City, the purpose of decentralization is to attract and develop local resources and at the same time solve difficulties for schools far from the city center, with few candidates registering for recruitment or having been recruited but not coming to take up their positions because their residence is too far from the assigned unit. These units must develop a recruitment plan and follow the recruitment process under the supervision of the department to ensure the effectiveness of the quality of human resources.

ATTRACT GOOD, QUALIFIED TEACHERS

After many years of being given the authority to decentralize recruitment, the leader of Le Hong Phong High School for the Gifted in Ho Chi Minh City said that every year, the school attracts a large number of candidates to participate in the recruitment, among them are candidates with doctoral degrees.

Ms. Pham Thi Be Hien, Principal of Le Hong Phong High School for the Gifted, shared that being given the authority to decentralize recruitment has helped the school be more proactive in building development strategies and selecting the most suitable human resources. "Being proactive in recruitment helps the school attract good teachers with the right capacity," said Principal of Le Hong Phong High School for the Gifted.

Similarly, a member of the teacher recruitment board of Tran Dai Nghia High School for the Gifted said: "Every year, the number of registered candidates is quite diverse, creating favorable conditions for the school to select the most suitable teachers. During the recruitment process, in addition to the professional capacity of the candidate, based on the development strategy and characteristics of the school, the school will set additional requirements such as good foreign language skills, the ability to organize and guide students in scientific research or the use of technology in teaching, aiming at international integration".

As one of three schools implementing the model of an advanced international integrated school, with decentralized recruitment, the leaders of Nguyen Du High School (District 10) recognized that the school has been proactive in recruitment, helping to select a team suitable for the school model.

Evaluating the decentralization of 4 high schools in Can Gio district, Mr. Ho Tan Minh said that when being proactive, the schools have had much more advantages in recruitment, gradually improving the educational quality of the unit.

Candidates participating in the teacher recruitment exam in Ho Chi Minh City

LIMIT THE SITUATION OF TEACHERS NOT ACCEPTING ASSIGNMENTS

According to Mr. Ho Tan Minh, the decentralization of recruitment organization has helped units proactively search for recruitment resources. Previously, before the decentralization, the Department of Education and Training had conducted statistics for many years and showed that many candidates who passed the civil service exam were assigned by the department to work at schools in suburban areas but did not come to work or some candidates left their jobs immediately after that because their residence was too far from the assigned unit. When the school organized the recruitment, from the beginning, the candidate had to learn about the school, had to have the desire and desire to work at the school before registering. This avoided the situation of candidates being "disillusioned" after being admitted, thereby helping teachers to stay with the school for a long time.

However, the representative of the Department of Education and Training of Ho Chi Minh City also emphasized the supervision of the recruitment work of 20 decentralized units from the beginning to the end of the process to ensure "even" recruitment between schools as well as ensuring the quality of objective, public and transparent recruitment work.

Source: https://thanhnien.vn/tphcm-thi-diem-phan-cap-cho-hieu-truong-tuyen-giao-vien-185240814203429341.htm