高校教师绩效薪酬制度改革的困境与出路

The Predicament and Outlet of the Reform of College Teachers'Performance Salary System

高校教师绩效薪酬制度改革是中国高等教育治理的重要内容,也是提升高等学校知识产出的重要动力。当前中国高校绩效工资制度运行出现了制度设计的价值导向歧途,滋生“谋生学术”的思想行为;制度设计出现薪酬结构失衡,违背绩效薪酬改革目标;缺少增量绩效工资的保障机制,造成高校“内卷竞争”恶化等问题。因而需要高校教师绩效薪酬制度改革强化制度顶层设计的合规律性与合价值性;坚持高校自主与政府调控相结合,优化高校绩效薪酬制度内容;衔接绩效薪酬制度改革与人事制度改革,构建科学的评价机制等。

The reform of performance salary system is an important part of higher education governance in China, and also an important driving force to improve the knowledge output of colleges and universities. At present, the performance salary system of colleges and universities in China appears to be led astray in the value-orientation of system design, which generates the thought and behavior of "academic living". The imbalance of salary structure in the system design is suspected of "risk transfer". The lack of incremental performance salary guarantee mechanism results in the deterioration of college "internal competition" and other difficulties. Therefore, it is necessary to strengthen the law and value of the top-level design of the system through the reform of the performance salary system of college teachers. It is also necessary to adhere to the combination of university autonomy and government regulation, optimize the content of university performance salary system, connect the reform of performance salary system with the reform of personnel system, and construct a scientific evaluation mechanism.