Support system: "Three Divisions and One Member" campus resident plan. In 5 years, at least one full-time psychological teacher (teacher-student ratio 1:500); 1 full-time social worker (purchase services); 1 doctor or nurse from a famous school; 1 legal counsel (can be shared in the area). All students' behavioral intervention, psychological crises, home-school conflicts, and insurance claims will be taken over by the team, and the head teacher only needs to cooperate. Talent Echelon: "Main and Deputy Class Teacher + Class Teacher Tutor" dual track system. The new teacher serves as the "deputy class teacher" for three years before joining the job, and 1/3 of the class will be reduced and given away, and will be helped by the "tutor class teacher" and will not be responsible independently; each class will have two deputy class teachers (there can be assigned by teachers such as sports, music, information, etc.) to form an AB angle to avoid "one person taking leave and the whole class is paralyzed"; the deputy class teacher is also calculated to calculate the coefficient allowance of 0.3 to 0.5, which not only shares the task, but also expands the motivation range.

Technology empowerment: "One table + one code" reduces the burden. The Ministry of Education has uniformly developed the "Class Teacher Cloud Workbench", opened up 21 systems including student registration, funding, psychology, and safety, entered at one time and shared by multiple parties, and eliminated repeated forms; parents uploaded vaccine, insurance, and health information through the "student code", and the class teacher reviewed with one click to reduce paper signatures; introduced AI voice robots, and automatically completed repetitive notifications such as "drowning prevention reminder" and "after-class service sign-in", saving the class teacher 3 to 5 hours a week.

Exit and protection: "can go up and down, can go in and out." Establish an annual mental health inspection system for class teachers, and two consecutive assessments of "severe pressure" must leave their posts and rest; for home-school disputes arising from performance of duties, the county finance will purchase "campus liability insurance" uniformly, and the lawyer's fees and compensation will no longer be borne by teachers personally; set up a "class teacher honor fund": those who have been in office for 10 years and have excellent assessments will be rewarded with a one-time reward of 3 months of basic salary after resignation, as a "professional dignity red envelope."

Landing case: "Small steps" between Cixi, Yueyang and Zhenlai. Cixi, Zhejiang: The city’s finance is based on 600 yuan per month, and the performance reward is 500 yuan; non-teaching affairs must be signed by the "top leader" of the Education Bureau when entering campuses, and 42 items will be cut in 2024; the class teacher’s professional title evaluation is a 15% indicator. In 2023, 86 people will be promoted to senior level through the "green channel", accounting for 38% of the city’s promotions.

Yueyang, Hunan: The class teacher enjoys the treatment of a middle-level deputy position and can attend the school meeting; the county finance will pay 1 million yuan a year to set up a "Red Candle Award" to reward the class teacher specifically; in 2024, the county's class teacher satisfaction rate will be 87%, an increase of 21 percentage points from 2021. Jilin Town Lai: The allowance is only 12 yuan, but through the combination of "professional title plus points + honor tilt", 92% of the teachers who apply for senior professional titles in 2024 have experience in class teachers; in cooperation with Northeast Normal University, 60 class teachers will be selected to study with a paid month every year, forming a demonstration of "poor counties can retain people."

Economically underdeveloped areas can first use "honor + professional title" to make up for the insufficient allowance; wealthy coastal areas can use the dual-wheel drive of "cash + burden reduction". The key is to "do what you say" so that teachers can see that the system is credible. Parents and Society: Border awareness is the last guardrail. Parents: Establish a compulsory system for "parent school". Parents must complete 12-hour online courses before their children enter school to clarify the rights and responsibilities of the home and school; any complaints against the head teacher must be reviewed by the "parent-school mediation committee" and malicious false accusations are included in the credit report. Social public opinion: The media should abandon the narrative of "students will find a class teacher when they have an accident" and turn to the "school-family-society" shared responsibility framework; for public opinion involving schools, the education authorities will issue authoritative notices within 24 hours to reduce the risk of "online violence" for teachers. Judicial: It is recommended to amend Articles 1199-1201 of the Civil Code, refine the responsible parties for campus injury accidents, introduce "risk funds" to socialize the treatment, and avoid the head teacher becoming the only defendant.

Let the head teacher be a "person" first. "Being a teacher means being a class teacher" was once the glory of generations of educators, but now it has become a shackle of "wanting to escape but not being able to escape". To solve the "class teacher shortage", it seems to be a settlement between money and time, but in the deep sense it is the system's respect for "people". What we need is not only "adding money", but also "removing the burdens we shouldn't bear"; it is not only "honor", but also "explicating the vague responsibilities"; it is not only "feelings", but also "building the withdrawal and protection mechanism." Being a class teacher can complete work during working hours and turn off his phone to accompany his family after get off work; when an accident occurs in a student, there is a law to stand in front of him; when he wants to evaluate his professional title, he does not have to be at the cost of health and family - until that day, the position of a class teacher will once again become a "growth opportunity" rather than a "life trap" in the hearts of teachers.

Giving the class teacher a decent income, a clear list of rights and responsibilities, and a channel that can advance or retreat is to give 200 million primary and secondary school students a healthier growth environment, and also to give education itself a sustainable future.