我国农村义务教育学校绩效工资制实施中的问题与对策研究
发布时间：2018-08-07 07:42
【摘要】：我国幅员辽阔,地域发展很不平衡。城市优秀教师富集而农村教师缺乏的现象,折射出我国教育发展的不均衡,影响了教育的公平发展,通过农村义务教育学校实施绩效工资制是解决这一现象的必然选择。本文在总结已有的研究的基础上,对农村义务教育学校教师实施绩效工资的问题做实证研究,真实呈现农村地区义务教育学校绩效工资制度改革中出现的问题,针对这些问题提出建设性的意见和对策是本文研究的最终目的。 首先,通过对重庆市某县农村义务教育学校教师绩效工资实施中,教师对绩效工资改革支持的力度、教师对绩效工资改革内容的了解程度、工资增加量、工资发放形式、绩效考核程序、绩效考核标准、教师公平感、反馈机制、绩效工资激励性等多维度的内容,做了系统的调查访问以图真实展现我国农村义务教育学校教师绩效工资实施中的现状与问题,并对调查内容和获得数据做科学分析,得出并呈现统计结果。 其次,农村义务教育学校绩效工资实施中存在以下多方面问题：农村教师大多对绩效工资改革内容了解不够清楚,关心程度不高；学校绩效考核办法和过程欠透明,学校没有用明确、简洁的方式让老师了解考核办法和过程,教师们一片茫然；奖励性绩效激励性不大,大多数老师表示只要不比人少太多就可以接受,不想追逐高绩效,认为高绩效没有吸引力；教师思想意识落后于工资制度改革,要改变这一现象需要长时间的努力,只要改变了农村教师落后的思想意识才能保障工资制度改革的成功；农村义务教育学校教师工资低于当地公务员工资,这一现象降低了很多教师对国家政策的信任度,新的绩效工资制度也没能解决这一难题,绩效体制难于体现教育行业的特殊性,教育不等同于工厂加工产品,它有自己的特点,教育是不好量化的,如果一味的把用于企业的绩效工资制度用于学校,会让教育丢失很多的东西。 再次,分析产生上述问题的主要原因有：一、绩效工资制不能很好解决旧工资制度的弊端,即现行绩效工资制由结构工资而来,对旧工资制中按职称评定等级划分工资的弊端依然没有解决。二、当前对农村义务教育学校教师绩效工资制度的运作尚处于摸索阶段,即《意见》中,缺乏细则,各地方都摸索着制度了相应的实施细则。三、地方财政、地方教育主管部门对此次改革调控能力差异大。四、国家公务员、城市义务教育学校教师收入并不与农村义务教育学校教师收入对等。 最后,在进一步了解分析了农村义务教育学校教师绩效工资实施中出现的问题和原因之后,基于对已有研究成果的借鉴,运用交叉多学科理论提出若干对策,包括：一、农村义务教育学校工资改革必须遵循的原则：注重内部公平性、与绩效相关性、激励性、教师可承受性、政策灵活性、适应性原则等。二、完善农村义务教育学校绩效工资制的具体对策：营造教师绩效工资制文化氛围,注重增强教师群体绩效工资公平感；组建合格的评价队伍,培训高素质的领导班子；突出农村绩效工资“三性”,制度公平合理的教师绩效算法；关注教师心理,突出绩效工资阶段性；着力克服绩效工资实施中的负面影响,彰显绩效工资激励性：完善相关反馈机制,推进绩效工资顺利进行。
[Abstract]:China has a vast territory and unbalanced regional development. The phenomenon of rich urban teachers and the lack of rural teachers reflects the imbalance in the development of education in China, which affects the fair development of education. The implementation of the performance wage system through rural compulsory education schools is an inevitable choice to solve this phenomenon. This article summarizes the foundation of the existing research. On the other hand, this paper makes an empirical study on the problem of implementing performance pay for teachers in rural compulsory education schools, and presents the problems in the reform of the performance wage system of compulsory education schools in rural areas. The final aim of this study is to put forward constructive suggestions and Countermeasures against these problems.
First, through the implementation of the performance wage of the compulsory education school teachers in a county of Chongqing, the teachers' support for the performance salary reform, the degree of teachers' understanding of the content of the performance salary reform, the increase of salary, the form of salary, the performance assessment procedure, the performance assessment standard, the teacher's fair sense, the feedback mechanism, and the incentive of performance wage. In order to show the status and problems in the implementation of the performance salary of rural compulsory education school teachers in our country, this paper makes a systematic investigation visit to show the current situation and problems in the implementation of the performance salary of rural compulsory education school teachers in our country, and makes a scientific analysis of the content and data obtained, and draws and presents the statistical results.
Secondly, there are many problems in the implementation of the performance salary of compulsory education schools in rural areas: most of the rural teachers are not clear enough about the content of the reform of performance and salary, the degree of concern is not high, the method and process of school performance assessment are not transparent, and the school does not use clear and concise way to let teachers understand the methods and process of assessment. At a loss, the incentive performance is not encouraging. Most teachers say that they can be accepted as long as they are not less than people, do not want to pursue high performance, think that high performance is not attractive; teachers' ideological consciousness is behind the reform of wage system, and it takes a long time to change this phenomenon, as long as it changes the backward ideology of rural teachers. It can guarantee the success of the reform of the wage system; the wages of the teachers in the rural compulsory education schools are lower than the local civil servants' wages. This phenomenon has reduced many teachers' trust in the national policy, and the new performance wage system has not solved this problem. The performance system is difficult to reflect the particularity of the education industry, and the education is not equal to the factory processing production. Product, it has its own characteristics, education is not easy to quantify, if blindly used for enterprise performance pay system in schools, will make education lose a lot of things.
Thirdly, the main reasons for the analysis of the above problems are as follows: first, the performance wage system can not solve the disadvantages of the old wage system, that is, the current performance wage system is from the structure wage, and the disadvantages of the salary in the old wage system are still not solved. Two, the current system of rural compulsory education teachers' performance wage system. The operation of the degree is still in the groping stage, that is, in the "opinion", there is a lack of detailed rules and regulations. Three, local finance, local education authorities have great differences in the ability to adjust and control the reform. Four, state civil servants, the income of teachers in urban compulsory education schools is not equal to the income of rural compulsory education school teachers.
Finally, after further understanding and analyzing the problems and reasons for the implementation of the performance wage of the rural compulsory education school teachers, based on the reference of the existing research results, some countermeasures are put forward using the cross disciplinary theory, including the following principles: first, the principles of wage reform in rural compulsory education schools must be followed: pay attention to internal fairness, and Performance relevance, incentive, teachers' affordability, policy flexibility, adaptability principles, etc. Two, improve the specific countermeasures of the performance wage system in rural compulsory education: create a cultural atmosphere for teachers' performance wage system, pay more attention to enhancing the sense of fairness in the performance wage of teachers, set up a qualified evaluation team, and train high-quality leading groups; The rural performance salary "three sex", the system fair and reasonable teacher performance algorithm; pay attention to the teacher's psychology, highlight the performance wage stage; focus on overcoming the negative impact of performance salary implementation, highlight the performance salary incentive: improve the relevant feedback mechanism, promote performance wage smoothly.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G522.3
本文编号：2169335
[Abstract]:China has a vast territory and unbalanced regional development. The phenomenon of rich urban teachers and the lack of rural teachers reflects the imbalance in the development of education in China, which affects the fair development of education. The implementation of the performance wage system through rural compulsory education schools is an inevitable choice to solve this phenomenon. This article summarizes the foundation of the existing research. On the other hand, this paper makes an empirical study on the problem of implementing performance pay for teachers in rural compulsory education schools, and presents the problems in the reform of the performance wage system of compulsory education schools in rural areas. The final aim of this study is to put forward constructive suggestions and Countermeasures against these problems.
First, through the implementation of the performance wage of the compulsory education school teachers in a county of Chongqing, the teachers' support for the performance salary reform, the degree of teachers' understanding of the content of the performance salary reform, the increase of salary, the form of salary, the performance assessment procedure, the performance assessment standard, the teacher's fair sense, the feedback mechanism, and the incentive of performance wage. In order to show the status and problems in the implementation of the performance salary of rural compulsory education school teachers in our country, this paper makes a systematic investigation visit to show the current situation and problems in the implementation of the performance salary of rural compulsory education school teachers in our country, and makes a scientific analysis of the content and data obtained, and draws and presents the statistical results.
Secondly, there are many problems in the implementation of the performance salary of compulsory education schools in rural areas: most of the rural teachers are not clear enough about the content of the reform of performance and salary, the degree of concern is not high, the method and process of school performance assessment are not transparent, and the school does not use clear and concise way to let teachers understand the methods and process of assessment. At a loss, the incentive performance is not encouraging. Most teachers say that they can be accepted as long as they are not less than people, do not want to pursue high performance, think that high performance is not attractive; teachers' ideological consciousness is behind the reform of wage system, and it takes a long time to change this phenomenon, as long as it changes the backward ideology of rural teachers. It can guarantee the success of the reform of the wage system; the wages of the teachers in the rural compulsory education schools are lower than the local civil servants' wages. This phenomenon has reduced many teachers' trust in the national policy, and the new performance wage system has not solved this problem. The performance system is difficult to reflect the particularity of the education industry, and the education is not equal to the factory processing production. Product, it has its own characteristics, education is not easy to quantify, if blindly used for enterprise performance pay system in schools, will make education lose a lot of things.
Thirdly, the main reasons for the analysis of the above problems are as follows: first, the performance wage system can not solve the disadvantages of the old wage system, that is, the current performance wage system is from the structure wage, and the disadvantages of the salary in the old wage system are still not solved. Two, the current system of rural compulsory education teachers' performance wage system. The operation of the degree is still in the groping stage, that is, in the "opinion", there is a lack of detailed rules and regulations. Three, local finance, local education authorities have great differences in the ability to adjust and control the reform. Four, state civil servants, the income of teachers in urban compulsory education schools is not equal to the income of rural compulsory education school teachers.
Finally, after further understanding and analyzing the problems and reasons for the implementation of the performance wage of the rural compulsory education school teachers, based on the reference of the existing research results, some countermeasures are put forward using the cross disciplinary theory, including the following principles: first, the principles of wage reform in rural compulsory education schools must be followed: pay attention to internal fairness, and Performance relevance, incentive, teachers' affordability, policy flexibility, adaptability principles, etc. Two, improve the specific countermeasures of the performance wage system in rural compulsory education: create a cultural atmosphere for teachers' performance wage system, pay more attention to enhancing the sense of fairness in the performance wage of teachers, set up a qualified evaluation team, and train high-quality leading groups; The rural performance salary "three sex", the system fair and reasonable teacher performance algorithm; pay attention to the teacher's psychology, highlight the performance wage stage; focus on overcoming the negative impact of performance salary implementation, highlight the performance salary incentive: improve the relevant feedback mechanism, promote performance wage smoothly.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G522.3
【引证文献】
相关硕士学位论文 前2条
1 程敏;我国义务教育阶段教师绩效工资制度问题研究[D];华中师范大学;2012年
2 宋囡;铜陵市中小学教师绩效工资制度研究[D];安徽大学;2013年
，本文编号：2169335
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