高校“非升即走”聘用协议:性质界定、救济困境与优化路径

Research on Nature Definition,Relief Dilemma and Countermeasure of“Up or Out”Employing Contract in Universities

“非升即走”聘用协议即与新入职教师约定在固定聘期内须晋升至上一层次专业技术职务否则予以解聘的协议,受行政管制和市场调节双重制度逻辑的影响,其法律性质众说纷纭,造成了司法层面的诸多障碍,严重阻碍了教师的维权渠道。救济方式不济、缺乏程序审查、法律适用模糊等司法困境源于法院对“非升即走”聘用协议的法律性质的认知偏差,作为“法律法规授权组织”的高等学校为实现公益目的与教师订立的具有行政法上权利义务内容的协议,“非升即走”聘用协议符合行政协议的判断标准,应通过行政诉讼的方式,运用合约性、合法性、合理性多元化审查机制化解现实存在的救济困境,发挥“非升即走”制的应有之义。

The“up or out”employing contract is a contract with newly recruited teachers that they must be promoted to the next level of professional and technical positions within a fixed term of employment,otherwise they will be dismissed.It is affected by the logic of the dual system of administrative control and market regulation,and its legal nature is divergent.It has caused many obstacles at the judicial level and seriously hindered teachers’rights protection channels.Relief dilemmas such as inadequate relief methods,lack of procedural review,and ambiguity in the application of the law stem from the court’s perception of the legal nature of the“up or out”employing contract.As organizations authorized by laws and regulations,colleges and universities cooperate with teachers for public welfare purposes.The“up or out”employing contract meets the criteria of the administrative contract.Administrative proceedings should be used to resolve the actual existence by using a diversified review mechanism of contractuality,legitimacy,and rationality to bring the“up or out”system into play.