绩效工资政策的预期实现了吗?——12省义务教育教师绩效工资实施状况调查

Have the Expectations of Performance Pay Policies Been Achieved?——A Survey of the Implementation of Performance Pay for Compulsory Education Teachers in 12 Provinces

义务教育教师绩效工资政策预期的实现情况是社会各界关注的焦点。本研究基于全国12省23县义务教育教师的分层抽样数据,选择绩效工资力度、标准认可度和工作积极性三个指标,对义务教育教师绩效工资预期目标的实现情况进行调查分析。研究发现,义务教育教师绩效工资政策预期的实现情况在区域、城乡、学段、职称以及教龄等维度存在差异:(1)在绩效工资的群体均衡性预期方面,弱势地区(中西部地区和农村地区)和相对弱势(低职称和教龄较短)教师的收入和绩效工资额度显著低于其他教师,中部地区、城市教师和一级教师月绩效工资占月收入的比例最大。(2)在绩效工资的标准合理性预期方面,中部地区教师、乡镇教师、初中教师、高职称教师和教龄较长的教师对现行奖励性绩效工资分配标准的认可度较低。(3)在绩效工资的激励效果提高预期方面,绩效工资对东部地区教师、城市教师、初中教师和高职称教师工作积极性的调动作用不明显。根据以上发现,从不同层面对改革和完善义务教育教师绩效工资政策提出了建议。

Whether the expectations of performance pay policies haver been achieved is the focus of all social circles. Based on the the stratified sampling data of the compulsory education teachers in 23 counties (cities) of 12 provinces in China, this study investigates and analyses the achievement of the expected goal of performance pay for compulsory education teachers by choosing three indicators: the efforts of performance pay, the degree of standard recognition and work enthusiasm. The study found that the realization of the expected goal of performance pay for compulsory education teachers is different in the dimensions of region, urban and rural areas, education stages, professional titles and years of teaching:(1) In terms of group equilibrium expectation of performance pay policies, the income and performance pay of teachers in disadvantaged areas (the central and western regions, and rural areas) and relatively disadvantaged teachers (low-title teachers and teachers with fewer years of teaching) are significantly lower than other teachers, but the monthly performance wages of regional, urban teachers and first-level teachers accounted for the largest proportion of monthly income.(2) In the aspect of standard rationality expectation of performance pay, teachers in central region, township teachers, junior middle schools, teachers with higher professional titles, and teachers with long-term teaching have lower recognition of the current distribution standard of incentive performance pay.(3) In the aspect of improving the expectation of the incentive effect of performance pay, performance pay is not obvious for the enthusiasm of teachers in the eastern region, urban teachers, junior middle school teachers and teachers with higher professional titles. According to the above findings, suggestions are put forward on the reform and improvement of the performance pay system for compulsory education teachers from different dimensions.