摘要
自2009年以来,我国义务教育教师绩效工资制度已全面推行.通过对四川省南充市一些主要中小学的调查分析发现:奖励性绩效评价制度设计与教学目标偏离;绩效评价片面依赖显性指标;学校单一依靠量化考核进行评价;绩效工资分配未体现多劳多得的原则;相关监督检查、评价反馈机制缺失.其主要原因在于:管理者对义务教育教师绩效工资制度的认识模糊;学校片面追求升学率;政府、学校和教师不同群体之间的矛盾.基于此,必须建立合理有效的奖励性绩效评价体系,注重教师主体地位;构建公平合理的绩效工资分配制度,增强绩效工资的实效性;建立建全义务教育教师绩效工资反馈、监管机制,完善相应配套制度.
Since 2009, the performance pay system for compulsory education teachers in China has been fully implemented. Through the investigation and analysis ofsome primary and secondary schools in Nanchong City, Sichuan Province, it is found that: the design of incentive performance evaluation system deviates from the teaching objectives;performance evaluation re-lies on dominant indicators unilaterally;schools rely on quantitative assessment for evaluation;performance wage distribution does not reflect the principle of more work and more gain;and relevant supervision and inspection, evaluation feedback mechanism is lacking. The main reasons are: managers' vague understanding of the performance pay system for compulsory education teachers;schools' one-sided pursuit of the rate of admission;contradictions among different groups of government,schools and teachers. Based on this, we must establish a reasonable and effective reward performance evaluation system, pay attention to teachers' principal position;build a fair and reasonable performance wage distribution system to enhance the effectiveness of performance wage;establish a complete feedback and supervision mechanism for compulsory education teachers' performance wage, and improve the corresponding supporting system.
作者
杨双羽
YANG Shuangyu(School of Education, China West Normal University, Nanchong, Sichuan 637000)
出处
《科教导刊》
2019年第13期69-71,共3页
The Guide Of Science & Education
关键词
义务教育
教师
绩效工资制度
compulsory education
teacher
performance wage system
