高校教师岗位分类管理刍议——国外一流大学的经验和我国高校的实践

发布时间：2018-03-18 23:23

本文选题：高校　切入点：教师岗位　出处：《四川大学学报(哲学社会科学版)》2014年02期 　论文类型：期刊论文

【摘要】：高校教师岗位分类管理制度不同于过去的以"人"为中心的传统人事管理制度,而是以"教师岗位"为中心,围绕"教师岗位"的分类设置、聘任、考核、评价、激励、发展、退出等进行的一系列制度设计。国外一流大学在教师岗位分类管理方面有很多成熟的经验,目前我国不少高水平大学也在借鉴这些经验进行教师岗位分类管理的改革,但是还存在着教师岗位边界不清、分类设置随意、学术近亲繁殖、考核方式单一、支持体系有限、退出机制不畅等问题。规范教师岗位的分类管理,实现教师队伍的稳定性和流动性有机结合,使自由发展和竞争压力并存,方能建设一支高水平的、充满活力的高校教师队伍。
[Abstract]:University Teachers' post classification system of different traditional personnel management system in the past to "people" as the center, but in the "teachers" as the center, around the "teachers" classification setting, evaluation, appointment, evaluation, incentives, development, exit of a series of system design. The first-class foreign universities have a lot of mature experience in Teachers' post classification management, at present our country a lot of high level universities also learn from these experiences for the reform of teacher post classification management, but there are teachers with unclear boundary, classification setting, single assessment methods, academic inbreeding coefficient, support system Co., exit mechanism is not smooth. Post classification management standards of teachers, teachers realize the stability and mobility of organic combination, so that the free development and competition coexist, in order to build a high level of university teachers, full of vitality Ranks.

【作者单位】：四川大学公共管理学院;四川大学出国留学预备学院;四川大学人事处;
【基金】：四川省社科规划项目“高校教师岗位分类管理研究”(SC12B043) 四川大学中央高校基本业务费学科交叉与交沿研究重点项目“高校教师岗位分类管理及多通道职业发展研究”(skqy201211)
【分类号】：G645.1

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