摘要
在我国高校办学自主权不断扩大的形势下,有限的工资总额使得绩效工资的合理分配变得尤为重要,其设计的合理性及结果的公正性,一定程度上会影响到教师的工作满意度和绩效工资制度实施的有效性。本文认为绩效工资项目构成不规范、分配依据欠科学透明、制度有效激励性不足、考核体系不完善等原因是引发教师分配不公平感的根源。通过引入绩效工资分配模型,将教师对总体绩效的贡献与个体基于绩效表现从总体绩效中获得的工资份额相比较,提出按比例和绝对金额两种方式来分配绩效工资。该方法综合考虑了教师个人历史贡献、学术水平与实际绩效,能较好地解决教师绩效工资分配的"适度内部公平"问题,并使分配总额得到控制。此外,构建适度公平的高校教师绩效工资分配体系还应做到:有效沟通、明确制度建立的目标和原则;健全调控机制,完善校院二级管理;做好教师绩效考核指标体系再设计,完善高校申诉机制;实施战略性绩效管理,实现双重激励。
Under the situation of the expansion of universitys operation autonomy in China,the limited payroll makes rational allocation of merit pay more important.The rationality of the design of the merit pay system and fairness of its outcome will affect the facultys job satisfaction and the effectiveness of the implementation of merit pay system to a certain extent.Facultys dissatisfaction may result from some causes such as non-standardization of the merit pay items,opaque and unscientific distribution basis,lack of effective incentive of the distribution system,and imperfect performance appraisal system,etc.To build a moderate fair distribution system,a merit pay distribution model can be introduced which adopts absolute and proportional ways to achieveinternal moderate fairness＂in merit pay allocation,and also can control total merit pay amount.At the same time,other measures should be taken such as：establishing clear objectives and principles of merit pay system,making a sound regulatory mechanism,redesigning agood faculty performance evaluation index system,perfecting the grievance mechanism in universities and implementing strategic performance management.
出处
《华中师范大学学报（人文社会科学版）》
CSSCI
北大核心
2015年第4期47-55,共9页
Journal of Central China Normal University:Humanities and Social Sciences
基金
国家社会科学基金项目“基于学术职业视角的高校教师薪酬制度研究”(13BGL079)
关键词
适度公平
地方本科高校
绩效工资
分配模型
moderate fairness
local universities and colleges
merit pay
distribution model
