德国高校教师薪酬制度及其特征分析

发布时间：2018-05-13 22:01

本文选题：德国 + 高校教师　；参考：《外国教育研究》2016年08期

【摘要】：20世纪90年代末至21世纪初,德国为加强公立高校办学经费的使用效率,改革高校教师薪酬制度,用以激发高校教师的业绩意识,增强德国高校的国际竞争力。德国高校管理体制的特点决定了德国高校教师薪酬制度在设计上既要兼顾高校教师公务员的身份及传统的教授治校原则,又要通过灵活的控制机制强化对高校教师的管理。为此,联邦、州、高校三个层面逐一调整了相应的法律框架,在联邦《高校教师薪俸改革法》的规定下,教师职务类型按工资级别划分为3类,其工资由基本工资和浮动工资组成。为了发挥薪酬的激励作用,德国高校把浮动工资与绩效相挂钩,形成了一套基于职务和绩效的薪酬制度。
[Abstract]:From the end of 1990s to the beginning of the 21st century, in order to strengthen the efficiency of the use of funds for running schools in public universities, Germany reformed the salary system of university teachers in order to stimulate the performance consciousness of university teachers and enhance the international competitiveness of German colleges and universities. The characteristics of the German university management system determine that in the design of the German university teacher compensation system, it is necessary to take into account the status of university teachers' civil servants and the traditional principles of managing the university by professors, and to strengthen the management of university teachers through flexible control mechanism. Therefore, the three levels of federal, state and university have adjusted the corresponding legal framework one by one. Under the provisions of the Federal Law on the Reform of College Teachers' salaries, teachers' job types are classified into three categories according to their salary levels. Its wages are made up of basic wages and floating wages. In order to give full play to the incentive role of salary, German colleges and universities link the floating salary with performance, and form a set of salary system based on position and performance.
【作者单位】：上海外国语大学德语系;
【基金】：2016年度上海市教育科学研究一般项目“激励视角下:德国高校教师薪酬制度研究”(立项编号:C16063)
【分类号】：G649.516

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