我国高校薪酬治理的目标模式研究——基于美国公立高校实践的比较分析

Research on the Target Model of Compensation Governance in Chinese Public Universities:based on the Implications from the Practice of American Public Universities

历经数次改革,我国高校在薪酬管理上的自主权逐步扩大。但是,从薪酬治理的角度而言,政府、高校和相关利益主体在薪酬制定和调整领域的关系尚未理顺,制约了高校薪酬体系的激励性和公平性。在美国公立高校,长期以来形成了由州政府、高校董事会、行政部门、学术评议会,以及教师专业组织等相关利益主体构成的共同治理模式。在当前我国深化高校收入分配改革的背景下,美国公立高校在薪酬治理中政府的角色定位、高校内部薪酬治理结构的安排、教师专业组织参与治理的机制等领域的经验具有借鉴价值。构建我国高校的薪酬治理模式,从外部来看重点是通过完善高校分类体系和绩效拨款模式,强化政府在薪酬治理中的宏观调控角色,并通过建立定期的薪酬调查制度,促进高校薪酬的市场调节﹔在内部,重点是通过设置薪酬专业委员会,完善高校内部的治理结构,并加强战略性人力资源管理,构建差别化的绩效薪酬制度,形成高校薪酬的自我约束机制。

The autonomy of wage setting in Chinese public universities has been gradually expanded since the reform.However,the current system is still faced with many difficulties in terms of compensation governance and incentive effect.The American experience as regard to government roles in strategic regulation and supervision of faculty compensation,the arrangement of internal governance,and the extensive involvement of professional organizations in compensation decisions,sheds light on how to improve compensation governance in Chinese universities.In terms of external governance,the core issue is to strengthen the role of government in compensation macro-regulation by improving the classification of higher education institutions and establishing the performance-based funding model.It is also significant to promote the market regulation of faculty compensation by developing regular pay survey system.In terms of internal governance,the main objective is to construct the self-discipline mechanism of the universities through the establishment of committees on faculty compensation and the strategy-based performance management.