高校教师绩效薪酬制度改革探析

Research on the Performance-based Pay System Reform of the Faculty in Universities

教师绩效薪酬制度改革是当前高校人事改革的重要内容,是优化人力资源配置的关键路径。1999年以来,我国高校相继进行了岗位津贴制度的改革探索,初步形成了"以岗位为基础、以绩效为主体、以奖励为重点"的多元化的教师绩效薪酬制度,建立较为合理的激励分配机制,与此同时,也存在着薪酬结构的保障性因素减弱、薪酬的形式过于单一、量化评价易造成教师"重科研轻教学"等问题。通过对高校现行绩效薪酬制度的模式、特点的概括,分析了绩效薪酬制度实施的成效及存在的问题,提出了完善高校教师薪酬制度的对策和建议。

The performance-based pay system is the important content of personnel system reform,it is also the key path optimization of human resource allocation. Since 1999,the universities have been carried out a series of reform mesures to explore job subsidies system,initially forming the diversity system model that ＂based on the job＂,making the performance and reward as the main allocation mechanism,establishing a more reasonable incentive system. At the same time,there have emerged the some issues： the security factorsof salary structure are weakened,the form of compensation is excessively single. quantitative evaluation easily leading the faculty focus on research merely. In this paper,the author summarizes the current performance-based pay system model and its features in our universities,then analyses the results and problems of system implementation. Finally,some countermeasures and suggestions are put forward for the faculty salary system.