摘要
高校青年教师有较强的物质需要和成就需要,同时在教学和科研上面临较大的压力,在以职称、资历为主导因素的薪酬分配模式下,青年教师的薪酬表现为对内公平性不够、对外缺乏竞争性、对个体激励性不足,绩效考核指标设计不科学,教师薪酬结构失衡,保障功能不足,青年教师的薪酬起点低,上升空间不大等。为稳定高校青年教师队伍,应增强高校青年教师薪酬收入的保障功能,建立针对青年教师的绩效考核体系,薪酬收入和绩效直接挂钩,完善薪酬结构,提高青年教师薪酬起点,建立青年教师薪酬稳定增长机制,建立青年教师科研基金,帮助青年教师提高薪酬收入,保障青年教师收入的对内公平性和对外竞争性。
Young college teachers have a stronger need for material needs and achievements, and face greater pressure in teaching and research. In a college teacher salaries distribution model based on the job title and qualification as the dominant factor,there are many problems in young college teachers＇ salary management,such as the domestic fairness is not enough,lack of external competition and lack of individual incentives,unscientific indicators in performance evaluation,structural imbalance and inadequate security features in the teachers＇ salaries. The start salary is very low, and so little room for growth for young teachers and so on. For the stability of the contingent of young college teachers, it is necessary to increase the basic support functions of revenue for young college teachers, design a rational performance appraisal and pay system according to the characteristics of young college teachers, directly link to income and performance,improve teacher salaries starting point for young people,and establish a steady protect growth mechanism of salaries for youth and scientific research fund to help the young teacher raise income,to internal equity and external competitiveness of young teachers.
出处
《科技与管理》
CSSCI
2008年第5期111-114,共4页
Science-Technology and Management
关键词
高等学校
青年教师
薪酬管理
colleges
young teachers
salary management
