高校教师绩效工资制度改革探析

Analysis of the Performance Salary System Reform in Universities

高校绩效工资制度的实施带来高校教师工资的实质性增加,促进队伍建设,推动学科发展,提高教师的科研能力,但同时也存在工资标准缺乏科学定位,绩效考核不够科学合理,经费来源有限、结构失衡、激励功能弱化等问题。除了审慎反思现存问题,科学界定高校教师工资水平以及优化工资结构,规范学校的管理制度,强化基本工资的功能与比重以及建立长效工资增长机制,是高校绩效工资制度改革顺利实施的有效途径。

The implementation of performance salary system in universities has brought a substantial increase of teachers’ salary,a promotion of teaching staff construction and disciplinary development,and the improvement of teachers’ scientific research ability.However,there do exist in such problems as lack of scientific orientation of pay standards,unreasonable performance appraisal,limited funds sources,imbalanced structure,and weakening stimulating function. In addition to the prudent reflection on existing problems,the scientific definition of University Teachers’ salary level,optimization of salary structure,standard management system of the university,enhancement of the function and proportion of basic wages,establishment of long-term wage growth mechanism are the effective ways to implement the performance salary system reform in university.