高校管理人员绩效工资分配问题研究

Analysis on Performance Pays of Management Personnel in Universities

高校绩效工资与管理人员都有其自身的特殊性。目前高校实行的绩效分配机制不能有效调动管理人员的积极性,且存在三方面主要问题:高校管理人员的利益通常被放在次要位置;岗位级别设置较少,论资排辈现象较为严重;激励措施操作性不强,工资与产出绩效相关度很低。通过四条途径可以完善高校管理人员绩效分配机制:健全考核机制,将绩效考核与分配有机结合;完善校内津贴分配制度;设立综合性的薪酬回报体系;应用灵活的薪酬支付方式。

The performance pays and management personnel have specific characteristics in university.At present,the implementation of the performance distribution system in university can not effectively mobilize the enthusiasm of the management staff.It has three main problems：the interests of the university administrators are usually placed in a secondary position;position level setting is less and phenomenon of arrange in order of seniority is more serious;incentive measures are not operated,the correlation between wages and output performance is very low.There are four ways to improve the performance of the management personnel in university.First,perfect assessment mechanism,combine the allowance distribution with the examination.Second,Improve the distribution system of allowance in university.Third,establish comprehensive compensation system.Forth,Applied flexible pay mode.