以“校长负责制”为主要改革模式的竞争上岗机制逐渐在教育领域推行，这无疑将极大地调动广大教师的工作积极性，激发学校教育教学潜力的更大发挥。然而，在实际的实施和运用中其效果却不尽如人意。如何在中职学校构建有效的竞争上岗机制，笔者结合学校的初步实践，谈谈对竞争上岗机制运行的一些粗浅认识和思考。 一、分解岗位，明确职责 分解岗位，明确职责，这是竞争上岗机制运行的前提和依据。它包括定岗、定责、定编、定津贴等内容。定岗，即从学校的整体管理角度考虑，确定岗位或岗位类群。定责，即在学校确定的岗位基础下，确定各类岗位的职责、义务及工作量的大小，实行岗位责任制、责任追究制。定编，即根据部门工作的重要 The competitive appointment system with the principal responsibility system as the main mode of reform is gradually implemented in the field of education. This will undoubtedly greatly mobilize the enthusiasm of teachers and give more play to the potential of teaching and learning in schools. However, the actual implementation and application of its effect is not satisfactory. How to establish an effective competition mechanism in secondary vocational schools, the author combined with the initial practice of the school to talk about some superficial knowledge and thinking about the operation of the system of competition for appointment. First, the decomposition of positions, a clear responsibility to resolve positions, clear responsibilities, which is the prerequisite and basis for the operation of competitive appointment system. It includes posts, fixed responsibility, will be compiled, set allowance and so on. Ding Kong, that is, from the perspective of the overall management of the school to determine the post or post groups. Definite responsibility, that is, in the school to determine the basis of the post to determine the duties and obligations of all types of jobs and the size of the work, the job responsibility system and accountability system. Set, that is based on the importance of departmental work