摘要
以清华大学生命科学学院2010年7月出台的人事制度改革方案为研究对象,借鉴环境影响模型的政策分析思路,对比北京大学2003年人事聘任与晋升改革方案中的部分特性,从政策问题的特性、政策本身的规制能力以及政策以外的影响因素三个方面展开分析可以看出,切合教师发展的需要、考量国情现状的制约,在理念上既要激励提升效率产出,也要保障学术权利,促进教师发展,同时,在实现路径上多样化是当前高等教育发展的必然。
A comparison with the framework of Mazmanian and Sabatier of the differences between Peking University＇s 2003 plan for faculty employment-appointment and promotion institution reform and the 2010 personnel reform plan of Tsinghua University＇s School of Life Sciences in terms of the feature of the policy problem, the ability of the policy to enforce rules and regulations, and the non-statutory variables affecting policy implementation shows that the personnel reform should meet the needs of teachers＇ career development, that the constraints of the present national conditions should be taken into account, that emphasis should be laid on both teachers＇ productivity and the safeguard of their academic rights, and that higher education should be developed in a plural fashion.
出处
《高校教育管理》
2011年第2期28-36,共9页
Journal of Higher Education Management
基金
全国教育科学"十一五"规划2007年度立项国家青年基金课题(CIA070202)
关键词
高校教师
职务聘任政策
环境影响模型
college teacher
employinent-appointment policy
framework of Mazmanian and Sabatier
