教师绩效工资实施的问题与对策研究

发布时间：2018-05-06 18:35

本文选题：初中学校 + 绩效工资　；参考：《五邑大学》2017年硕士论文

【摘要】：我国义务教育阶段学校从2009年1月1日起开始正式实施教师绩效工资政策,这项变革的主要目的是通过工资制度的创新,进一步提升教师的工资待遇,激励教师努力工作,从而促进义务教育阶段教育的均衡发展。在实施绩效工资政策的八年多以来,全国各地的人事和教育行政部门出台了关于绩效工资实施和绩效考核的指导意见,各地的学校也先后制定了实施奖励性绩效工资分配和教师绩效考核的方案。那么,各地义务教育阶段的学校在实施教师绩效工资的过程中遇到了什么样的困难和问题?教师们对绩效工资的实施怎样理解?有什么样看法和意见?这些都是本研究着力探讨的重点。在第二章文献综述部分,本研究重点介绍了美国公立学校教师绩效工资实施的历史沿革、目前的研究现状和研究的进展情况,还着重了解国内多位专家对教师绩效工资政策实施、教师绩效工资分配及教师的绩效考核、教师绩效工资对教师工作的影响等方面的研究状况。本文在前人研究的基础上重点从教师和学校的层面开展研究,了解基层学校在贯彻教师绩效工资政策过程中的困难和问题,并对存在问题的原因进行探究,从而提出整改的意见和建议。第三章对新会区6所初中的绩效工资分配方案和考核方案进行了文本分析,了解6所学校方案中的异同。第四章通过对江门市新会区的6所初中的行政人员和教师的访谈和问卷调查,了解绩效工资改革的实际效果,学校教师的工资是否提高了?老师们的工作积极性是否得到提高?各学校在制定绩效考核方案和绩效工资分配方案的过程中是否科学、公平?有没有广泛征求老师们的意见?一线教师对绩效考核和绩效工资分配方案的满意度如何?学校在绩效工资政策实施的过程中遇到什么样的困难和问题?教师对绩效工资的实施有什么期望和好的建议?在这一章里,还对教师的绩效考核的公平程度、考核指标的导向作用和数据采集的时间等进行了一些探讨。通过调查,发现绩效工资制度使学校老师的工资有了一定幅度的提高,但由于缺乏专家的指导,各学校未能科学地制定绩效工资分配方案和绩效考核方案,这一点明显削弱了对教师的教育教学行为的激励。对此,本研究也相应提出了要加强以公平理论为指导,切实落实监督机制,确保学校绩效工资实施的公平性,引导教师提升素质和积极参与学校管理等可行措施。
[Abstract]:From January 1, 2009, the school of compulsory education in our country has formally implemented the teacher performance wage policy. The main purpose of this reform is to further improve the salary treatment of teachers and encourage teachers to work hard through the innovation of wage system. So as to promote the balanced development of compulsory education. Since the implementation of the performance pay policy for more than eight years, personnel and education administrative departments throughout the country have issued guidelines on the implementation of performance pay and performance appraisal. Local schools have also formulated incentive performance pay allocation and teacher performance evaluation program. So what kind of difficulties and problems do schools in the compulsory education stage encounter in the process of implementing teachers' performance pay? How do teachers understand the implementation of performance pay? What views and opinions do you have? These are the emphases of this study. In the second chapter of literature review, this study focuses on the historical evolution of the implementation of performance pay of public school teachers in the United States, the current research situation and research progress. It also focuses on the implementation of teachers' performance pay policy, the distribution of teachers' performance pay and teachers' performance appraisal, and the impact of teachers' performance pay on teachers' work. On the basis of previous studies, this paper focuses on the study of teachers and schools in order to understand the difficulties and problems in the implementation of teachers' performance pay policy in grass-roots schools, and to explore the causes of the problems. Thus put forward the advice and suggestions of rectification. The third chapter makes a text analysis on the performance wage distribution scheme and appraisal scheme of 6 junior middle schools in Xinhui District, and finds out the similarities and differences in the six schools' plans. The fourth chapter through the interview and questionnaire survey to the administrative staff and teachers of 6 junior middle schools in Xinhui District of Jiangmen City, to understand the actual effect of the performance wage reform, whether the school teachers' salary has been raised? Are teachers motivated to work? Are schools scientific and fair in the process of formulating performance appraisal programs and performance pay allocation schemes? Have teachers been consulted widely? What is the satisfaction of front-line teachers to performance appraisal and performance pay allocation? What are the difficulties and problems encountered in the implementation of the performance pay policy? What are the teachers' expectations and suggestions for the implementation of performance pay? In this chapter, we also discuss the fair degree of teachers' performance appraisal, the guiding function of evaluation index and the time of data collection. Through the investigation, it is found that the performance pay system has increased the teachers' wages to a certain extent, but due to the lack of expert guidance, the schools have not been able to scientifically formulate the performance pay distribution scheme and performance appraisal scheme. This obviously weakens the encouragement to the teacher's education and teaching behavior. Therefore, this study also puts forward some feasible measures, such as strengthening the guidance of fair theory, implementing the supervision mechanism, ensuring the fairness of the implementation of school performance wage, guiding teachers to improve their quality and actively participating in school management.
【学位授予单位】：五邑大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G637

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