摘要
我国义务教育教师绩效工资制度自2009年1月1日起在全国范围内实施。通过对25个省77个县的教育局领导和279所学校的校长进行访谈得出,一些县区尚未完全实行绩效工资制度;教育局局长和校长都愿意实施绩效工资制度,但更多地将其与涨工资等同了起来;在绩效工资的来源方面,教师反对从现行工资中拿出一部分作为绩效工资;评价教师绩效的指标目前还没有一个统一的标准。在我国义务教育教师绩效工资实施的过程中,义务教育教师绩效工资的内涵要体现素质教育的宗旨,绩效工资要引导教师健康发展,考核指标要有可操作性,考核方案应能体现公平性和按劳分配的原则。
The performance-based pay system for compulsory education teachers has been put into practice inChina since January 1＊, 2009. The interview with the leaders of education bureaus of 77 counties and headmasters of 279 schools in 25 provinces reveals that some counties have not completely practiced the system; the leaders of education bureaus and headmasters are willing to implement the system, but most of them equal it with pay raise; the teachers oppose the practice of taking out a part from their current wages as the performance-based pay in terms of the pay source; a unified standard applied to measure the teachers＇ performance has not been established. In the implementation, the performance-based pay for compulsory education teachers should embody the gist of compulsory education and lead the teachers to the healthy development. Besides, evaluation indexes should be operational and examination plans should reflect the nrinciole of fairness and distribution according to work.
出处
《教育理论与实践》
北大核心
2011年第10期24-27,共4页
Theory and Practice of Education
基金
教育部人文社会科学研究规划基金项目<我国义务教育教师绩效工资实施的现状
问题与对策研究>(项目批准号:10YJA880190)的阶段性研究成果
关键词
我国义务教育
教师
绩效工资制度
compulsory education in China
teacher
the performance-based pay system
