石家庄市义务教育学校教师绩效工资实施状况研究
发布时间：2019-03-27 10:30
【摘要】：义务教育学校教师的待遇如何，始终是教育领域的热点话题。诸多学者对此展开了多层次、多视角的调查研究。研究得出的结论不容乐观：虽然教师的待遇不断提高，但是仍无法与我国经济的发展水平相适应，亟需得到进一步改善和提高。为了解决义务教育学校教师工资问题，激励教师提高工作绩效，改善教师待遇，我国于2009年1月1日开始在义务教育学校实施绩效工资政策，至今已有4年的时间，石家庄市也相应的实施了该政策。4年了，，实施效果如果，是研究者与管理者比较关注的问题。 本研究以石家庄市义务教育学校教师为研究对象，采用调查研究的方法对石家庄市义务教育学校绩效工资实施状况进行了实地调研。通过对调查结果进行数据分析，归纳出石家庄市义务教育学校在实施绩效工资过程中存在如下问题：绩效考核公平性遭到质疑，考核指标过度量化，评价主体单一，教师对评价标准存在争议，导致绩效工资对教师激励作用微弱；绩效工资未考虑所得税的影响，教师实际收入减少，违背了该政策倡导提高教师收入的初衷；地区间教师工资收入差距大，政府监管责任不到位，绩效工资专项资金投入不足，区域内部教师之间平局主义现象依然存在。最后，研究者针对这些问题，向政府和学校提出了一些政策性建议，诸如构建公平合理的绩效考核机制；调整奖励性绩效工资的发放方式，扭转个人所得税对教师收入的逆向调节局面，维护教师的利益；强调政府投入责任，提高对教师的资金奖励幅度；建立有效的问责制度和监督机制，确保政府责任和财政的落实到位。
[Abstract]:The treatment of teachers in compulsory education schools has always been a hot topic in the field of education. Many scholars have carried out a multi-level and multi-perspective investigation on this issue. The conclusion of the study is not optimistic: although the treatment of teachers continues to improve, it is still unable to adapt to the level of economic development in China, and needs to be further improved and improved. In order to solve the problem of teachers' wages in compulsory education schools, encourage teachers to improve their work performance and improve teachers' treatment, our country began to implement the performance-based wage policy in compulsory education schools on January 1, 2009, and it has been four years since. Shijiazhuang City has also implemented the policy. 4 years, if the effect of implementation, the researchers and managers pay more attention to the issue. This research takes the teachers of Shijiazhuang compulsory education school as the research object, adopts the investigation research method to carry on the on-the-spot investigation to the Shijiazhuang compulsory education school performance salary implementation condition. Based on the data analysis of the survey results, it is concluded that the following problems exist in the implementation of performance pay in Shijiazhuang compulsory Education School: the fairness of performance appraisal is questioned, the evaluation index is overquantized, and the evaluation subject is single. Teachers' evaluation criteria are controversial, which leads to the weak incentive effect of performance wages on teachers; Performance wages do not take into account the impact of income tax, teachers' actual income is reduced, contrary to the policy to promote the original intention of raising teachers' income; The gap of teachers' salary between regions is large, the responsibility of government supervision is not in place, the investment of special funds for performance wages is insufficient, and the phenomenon of parallelism among teachers in the region still exists. Finally, in view of these problems, the researchers put forward some policy suggestions to the government and schools, such as the establishment of a fair and reasonable performance appraisal mechanism; We should adjust the payment mode of reward performance salary, reverse the reverse regulation of individual income tax on teachers' income, safeguard the interests of teachers, emphasize the responsibility of government input, and improve the range of financial reward to teachers. Establish an effective accountability system and oversight mechanism to ensure that government responsibility and financial implementation is in place.
【学位授予单位】：河北师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G522.3;G637.2
[Abstract]:The treatment of teachers in compulsory education schools has always been a hot topic in the field of education. Many scholars have carried out a multi-level and multi-perspective investigation on this issue. The conclusion of the study is not optimistic: although the treatment of teachers continues to improve, it is still unable to adapt to the level of economic development in China, and needs to be further improved and improved. In order to solve the problem of teachers' wages in compulsory education schools, encourage teachers to improve their work performance and improve teachers' treatment, our country began to implement the performance-based wage policy in compulsory education schools on January 1, 2009, and it has been four years since. Shijiazhuang City has also implemented the policy. 4 years, if the effect of implementation, the researchers and managers pay more attention to the issue. This research takes the teachers of Shijiazhuang compulsory education school as the research object, adopts the investigation research method to carry on the on-the-spot investigation to the Shijiazhuang compulsory education school performance salary implementation condition. Based on the data analysis of the survey results, it is concluded that the following problems exist in the implementation of performance pay in Shijiazhuang compulsory Education School: the fairness of performance appraisal is questioned, the evaluation index is overquantized, and the evaluation subject is single. Teachers' evaluation criteria are controversial, which leads to the weak incentive effect of performance wages on teachers; Performance wages do not take into account the impact of income tax, teachers' actual income is reduced, contrary to the policy to promote the original intention of raising teachers' income; The gap of teachers' salary between regions is large, the responsibility of government supervision is not in place, the investment of special funds for performance wages is insufficient, and the phenomenon of parallelism among teachers in the region still exists. Finally, in view of these problems, the researchers put forward some policy suggestions to the government and schools, such as the establishment of a fair and reasonable performance appraisal mechanism; We should adjust the payment mode of reward performance salary, reverse the reverse regulation of individual income tax on teachers' income, safeguard the interests of teachers, emphasize the responsibility of government input, and improve the range of financial reward to teachers. Establish an effective accountability system and oversight mechanism to ensure that government responsibility and financial implementation is in place.
【学位授予单位】：河北师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G522.3;G637.2
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