我国高校需要什么样的聘任制改革

What Kind of Employment System Reform is Needed in Chinese Universities

我国高校聘任制改革是事业单位人事制度改革的制度环境和教育资源的类市场化配置的技术环境共同作用的结果。此项改革在取得成效的同时,也产生了制度功能错位、用人标准扭曲、教师权利虚置和退出渠道不畅等问题,其根源在于将竞争逻辑局部嵌入了行政化的高等教育体制,忽略了高校作为教学科研组织的独特性和学术发展规律。因此,我国高校迫切需要基于学术组织内在逻辑的聘任制改革。这不仅需要在微观技术层面完善聘任制本身,还有赖于在宏观层面优化政府与高校的关系,建立起充分尊重学术自发秩序的高等教育治理制度。

The reform of the employment system in China’s universities is the result of the combined effect of the institutional environment for the reform of the personnel system in public institutions and the technical environment for the market-driven higher education governance. While this reform has achieved certain results, it has also caused problems such as misplaced system functions, distorted employment standards, vacant teachers’ rights, and poor leaving channels. The root cause is that the logic of competition is partially embedded in the higher education’s administrative system, it has neglected the uniqueness of colleges and universities as a teaching and research organization and the inherent laws of academic development.Therefore, what our universities urgently need is the reform of the employment system based on the internal logic of academic organizations. This not only needs to improve the employment system itself at the micro level, but also depends on adjusting and optimizing the relationship between the government and universities at the macro level, and establishing a higher education governance system that fully respects the spontaneous order of academics.