美国密歇根大学教师薪酬管理体系及发展特点

The Faculty Compensation Management System and Its Development Characteristics in the University of Michigan in America

美国密歇根大学具有完备的教师薪酬管理体系。其教师薪酬管理具有双重主体,实行以工资为主、福利为辅的全面薪酬管理,教师薪酬水平具有市场导向性。在财务紧缩时期,密歇根大学人员薪酬总额增速放缓,教师工资的外部竞争力下降。大学着力保持教授级高级人才工资的竞争力,教师间工资差距逐渐拉大。密歇根大学在控制成本的同时,努力提供有竞争力的福利项目,以提升其教师薪酬的市场竞争力。

The University of Michigan has gradually formed its complete faculty compensation management system in the fierce academic labor market competition. The faculty includes management in the University of Michigan has dual subjects. Its total compensation management includes salary and benefits. Its faculty＇s compensation level is market oriented. In the period of financial tightening,the growth of total cost of the compensation of the university employee in the University of Michigan is slowing down. The external competitiveness of faculty＇s salaries has been decreasing. The university is trying to maintain the market competitiveness of senior talents＇ salaries. The salary gap between teachers has been widening. At the same time,the university is trying to provide competitive benefits programs to improve the market competitiveness of the faculty＇s compensation.