学术职业视域下高校教师薪酬管理改革探析

Reform in University Faculty Compensation Management from an Academic Career Perspective

高校教师职业是学术职业,应遵循学术职业的特点进行薪酬管理。学术职业的本质要求学术自由、环境宽松、评价多元化,而现行的高校教师薪酬管理模式继承了传统工业管理中的某些做法,不但造成了学术职业中的功利化倾向,而且不利于学术职业的发展和创新。高校薪酬管理改革必须与高校教师学术职业的独特性相一致,采用粗分线条,淡化差异;加大投入,营造宽松生活氛围;多元评价,彰显大学的多功能作用;强化人文关怀,严格选拔与长期培养相结合等策略,以促进高校教师学术职业的成长与发展。

University faculty compensation management should obey the principles of an academic career. However, the current model of faculty compensation management based on the traditional industrial type of management is not commensurate with the development of the academic career that requires freedom, unrestricted working conditions and pluralistic evaluation. A reform should be made in compensation management to facilitate faculty career development. The management reform should be characterized by downplayed differences between academic jobs, increased funds to provide better incomes, multi-aspect assessment of faculty performance, heightened considerations for personal circumstances, well-defined work requirements and long-term training.