海南省中小学教师绩效工资制度再改革的研究
发布时间：2018-11-13 07:16
【摘要】：2009年初《关于义务教育学校实施绩效工资的指导意见》的发布标志着全国基础教育阶段的教师开始执行绩效工资制度。同年海南省人民政府公告了由省人力资源社会保障厅、省财政厅、省教育厅联合上报的《海南省义务教育学校绩效工资实施意见》,海南省中小学教师就此进入绩效工资时代。作为深化事业单位工资制度改革,探索建立科学合理的激励机制的一把利刃,中小学教师绩效工资制度为素质教育的继续推进带来了新的发展机遇,是中小学教育人力资源管理领域改革的重要举措,是国家教育的中长期发展战略的重要一步。“没有调研就没有发言权”,笔者首先通过问卷调查、集体访谈和个别访谈以及观察法等形式对海南省下属各市县中小学教师绩效工资实施情况进行了广泛深入的实证调研:发放结构性问卷,对某几个市县的教育局(或教科局)的管理人员进行访谈,对校长和普通教师群体分别进行集体和个别访谈,以参与式的方式进入海口某中学观察、交流,获取一手信息。然后,对获取的资料录入分析,整合归纳。清晰的呈示出海南省中小学教师绩效工资制度实施的现状和问题,进一步的分析问题,在此基础上提出了对海南省中小学教师绩效工资制度再改革的建议。本文主要有四个部分:第一部分,文章的绪论:中小学教师绩效工资问题的提出、论文的选题背景与做这项研究的意义、在这个过程中所用的研究方法,并梳理文献,做好文献综述。第二部分,海南省中小学教师绩效工资实施具体情况的调研结果呈现。以海南省中小学校教育事业的相关集体和个人为调查对象,化整为零开展调研。包括调研活动的开展、调研的样本选择和绩效工资制度实施的基本情况。第三部分,调研中的发现的问题进行归纳与分析,为再改革做铺垫。论述了海南省教师绩效工资改革满意度低背后的深层原因,呈现出改革不彻底性的实质。检视海南省中小学校教师绩效工资实施问题,针对政策实施以来出现的绩效平均化、教师对分配方案的满意度低、考核体系繁杂低效、激励效果不明显等主要问题进行分析。第四部分,立足于上一章节的现状和问题,站在政府和学校两个层面,从地方的教育行政部门对绩效工资的指导监管、支持力度,学校领导对绩效工资制度以及方案的制定与修改过程、绩效考核方案的合理性、公平性等方面对海南省中小学校教师绩效工资政策的进一步改革提出建议。
[Abstract]:At the beginning of 2009, the release of "guidance on the implementation of performance pay in compulsory Education Schools" marked the beginning of the implementation of the performance pay system by teachers in the national basic education stage. In the same year, the Hainan Provincial people's Government announced the "opinions on the implementation of the performance wage of compulsory Education School in Hainan Province", which were jointly reported by the Department of Human Resources Social Security, the Department of Finance and the Department of Education of the Province, and the teachers of primary and secondary schools in Hainan Province entered the era of performance pay. As a sharp blade in deepening the reform of wage system in institutions and exploring the establishment of a scientific and reasonable incentive mechanism, the performance wage system of primary and secondary school teachers has brought new opportunities for the development of quality education. It is an important measure in the reform of human resource management in primary and secondary education, and an important step in the medium and long term development strategy of national education. "No research, no right to speak", the author first through a questionnaire survey, In the form of group interview, individual interview and observation method, this paper conducts extensive and in-depth empirical research on the implementation of performance pay of primary and secondary school teachers in all counties and cities of Hainan Province: issuing structural questionnaires, The management staff of some city and county education bureau (or education department bureau) are interviewed, the principal and the ordinary teacher group are interviewed in group and individually, and they enter a middle school in Haikou in a participatory way to observe, communicate and obtain primary information. Then, the obtained data input analysis, integration and induction. This paper presents clearly the current situation and problems of the implementation of the performance pay system of primary and secondary school teachers in Hainan Province, further analyzes the problems, and puts forward some suggestions for the reform of the performance pay system of primary and secondary school teachers in Hainan Province. There are four main parts of this paper: the first part, the introduction of the article: the issue of the performance pay of primary and secondary school teachers, the background of this paper and the significance of doing this research, the research methods used in this process, and combing the literature. Do a good literature review. The second part, Hainan Province primary and secondary school teacher performance salary implementation concrete situation investigation result presents. The investigation was carried out in Hainan Province by taking the relevant collectives and individuals of primary and secondary schools in Hainan Province as the objects of investigation. Including the development of research activities, research sample selection and performance pay system implementation of the basic situation. In the third part, the problems found in the investigation are summarized and analyzed to pave the way for further reform. This paper discusses the deep reasons behind the low degree of satisfaction in the reform of teachers' performance pay in Hainan Province, and presents the essence of the reform. This paper examines the implementation of teachers' performance pay in primary and secondary schools in Hainan Province, analyzes the main problems such as the average performance since the implementation of the policy, teachers' low satisfaction with the distribution scheme, complex and inefficient assessment system, and the lack of obvious incentive effect. The fourth part, based on the status quo and problems in the previous chapter, standing at the two levels of government and school, from the local education administration to the performance pay guidance, supervision, support, The school leaders put forward suggestions for the further reform of the performance pay policy of primary and middle school teachers in Hainan Province in terms of the performance pay system and the process of formulation and modification of the scheme, the rationality of the performance appraisal scheme, and the fairness of the performance pay policy.
【学位授予单位】：海南师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G635.1
本文编号：2328391
[Abstract]:At the beginning of 2009, the release of "guidance on the implementation of performance pay in compulsory Education Schools" marked the beginning of the implementation of the performance pay system by teachers in the national basic education stage. In the same year, the Hainan Provincial people's Government announced the "opinions on the implementation of the performance wage of compulsory Education School in Hainan Province", which were jointly reported by the Department of Human Resources Social Security, the Department of Finance and the Department of Education of the Province, and the teachers of primary and secondary schools in Hainan Province entered the era of performance pay. As a sharp blade in deepening the reform of wage system in institutions and exploring the establishment of a scientific and reasonable incentive mechanism, the performance wage system of primary and secondary school teachers has brought new opportunities for the development of quality education. It is an important measure in the reform of human resource management in primary and secondary education, and an important step in the medium and long term development strategy of national education. "No research, no right to speak", the author first through a questionnaire survey, In the form of group interview, individual interview and observation method, this paper conducts extensive and in-depth empirical research on the implementation of performance pay of primary and secondary school teachers in all counties and cities of Hainan Province: issuing structural questionnaires, The management staff of some city and county education bureau (or education department bureau) are interviewed, the principal and the ordinary teacher group are interviewed in group and individually, and they enter a middle school in Haikou in a participatory way to observe, communicate and obtain primary information. Then, the obtained data input analysis, integration and induction. This paper presents clearly the current situation and problems of the implementation of the performance pay system of primary and secondary school teachers in Hainan Province, further analyzes the problems, and puts forward some suggestions for the reform of the performance pay system of primary and secondary school teachers in Hainan Province. There are four main parts of this paper: the first part, the introduction of the article: the issue of the performance pay of primary and secondary school teachers, the background of this paper and the significance of doing this research, the research methods used in this process, and combing the literature. Do a good literature review. The second part, Hainan Province primary and secondary school teacher performance salary implementation concrete situation investigation result presents. The investigation was carried out in Hainan Province by taking the relevant collectives and individuals of primary and secondary schools in Hainan Province as the objects of investigation. Including the development of research activities, research sample selection and performance pay system implementation of the basic situation. In the third part, the problems found in the investigation are summarized and analyzed to pave the way for further reform. This paper discusses the deep reasons behind the low degree of satisfaction in the reform of teachers' performance pay in Hainan Province, and presents the essence of the reform. This paper examines the implementation of teachers' performance pay in primary and secondary schools in Hainan Province, analyzes the main problems such as the average performance since the implementation of the policy, teachers' low satisfaction with the distribution scheme, complex and inefficient assessment system, and the lack of obvious incentive effect. The fourth part, based on the status quo and problems in the previous chapter, standing at the two levels of government and school, from the local education administration to the performance pay guidance, supervision, support, The school leaders put forward suggestions for the further reform of the performance pay policy of primary and middle school teachers in Hainan Province in terms of the performance pay system and the process of formulation and modification of the scheme, the rationality of the performance appraisal scheme, and the fairness of the performance pay policy.
【学位授予单位】：海南师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G635.1
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