摘要
由于难以享受与公办高校教师同等的政策待遇,非营利性民办高校面临教师职业吸引力严重不足的发展瓶颈。对此,一些地方采取体制吸纳的方式,将非营利性民办高校登记为事业单位并比照事业编制教师提供相应的人员待遇,或直接为这类民办高校的教师专列事业编制。这种做法确实能够起到一定的积极作用,但并不符合事业单位社会化改革方向,不符合高校人事制度改革方向,不符合我国民法的最新精神,也不符合民办教育自身的发展逻辑。增强非营利性民办高校教师职业吸引力应当走出事业单位体制吸纳的误区。加快清理劳动和人事管理"双轨制"的残余、健全公私并举的高等教育资源配置机制、推动非营利性民办高校治理持续改善,才是增强非营利性民办高校教师职业吸引力的可行路径。
Non-profit private universities are facing a development bottleneck in which teachers’professional attractiveness is seriously insufficient because it is difficult to enjoy the same policy treatment as teachers in public universities.In this regard,some localities have adopted institutional absorption approach,such as register nonprofit private universities as public institutions and provide corresponding staff treatment,or directly set up the teachers at private universities as public establishment.These practices can indeed play a certain positive role,but they do not conform to the direction of socialization reform of public institutions,the personnel system reform of universities,the latest civil law,and the development logic of private education.In order to strengthen teachers’professional attractiveness in non-profit private universities,we should get rid of the misunderstanding of institutional absorption approach.Accelerating the cleaning up of the remnants of the"dual-track system"of labor and personnel management,improving the public-private higher education resource allocation mechanism,and promoting continuous improvement of non-profit private universities governance are the feasible ways to strength teachers’professional attractiveness in non-profit private universities.
作者
卢威
李廷洲
LU Wei;LI Tingzhou(East China Normal University,Shanghai 200062)
出处
《中国高教研究》
CSSCI
北大核心
2020年第10期62-68,共7页
China Higher Education Research
基金
中央高校基本科研业务费项目“非营利性民办高校与公办高校同等法律地位实现机制研究”(2019ECNU-YYJ016)的研究成果。
关键词
非营利性民办高校
教师队伍建设
职业吸引力
体制吸纳
non-profit private universities
teacher contingent building
professional attractiveness
institutional absorption
