摘要
义务教育教师绩效工资政策的实施既要处理好教育系统内部变通与统一的关系问题,又要灵活处理教育系统内部与外部的关系问题,有效发挥其激励作用。但是就目前来看,我国义务教育教师绩效工资的实施在灵活与统一关系的处理中仍然存在不足之处,主要存在以下3种值得省思的典型现象:绩效工资考核过于追求"统一",使得激励变成单纯的竞争;绩效工资制度"变通"实施,使得政策偏向执行;绩效工资考核中外因起主导作用,使得绩效考核"有名无实"。剖析这3种典型现象,能够为我国进一步完善绩效工资的实施提供借鉴。
The implementation of the performance-based wage policy for compulsory education teachers must not only deal with the issue of the relationship between the flexible and unified within the education system,but also deal with the relationship between the internal and external aspects of the education system and effectively exert its incentive effect.However,as far as the current situation is concerned,there are still some shortcomings in the implementation of the performance of the compulsory education teachers in the flexible and unified relationship.There are three typical phenomena worthy of reflection:the performance salary assessment is too much to pursue“unification”and encouragement.It becomes a pure competition;the implementation of the performance-based wage system is“implemented”to make the policy biased toward execution;the performance-based wage assessment has a leading role in making the performance appraisal“known and unrealistic”.Analysis of these three typical phenomena can provide a reference for the further improvement of performance pay in China.
作者
陶菲菲
TAO Feifei(Henan University,Kaifeng,Henan 475004,China)
出处
《现代教育科学》
2019年第2期5-9,共5页
Modern Education Science
基金
河南省教育厅2017年度人文社会科学研究一般项目"事业单位背景下的教师专业发展研究"(项目编号:2017-ZZJH-040)
关键词
义务教育
教师
绩效工资
compulsory education
teachers
performance pay
