高校教师“非升即走”的困境与对策

Optimization Logic for Dissimilation of“Promotion or Leave”Policy in University

随着人才竞争的日趋激烈,“非升即走”已逐步成为部分高校聘任师资的优选机制。一方面,“非升即走”是鼓励教师科研产出的有效指挥棒,也促进了人才的合理流动。但另一方面,部分高校在推行“非升即走”制度的过程中,片面追求科研绩效,让这项制度失去了甄选人才的本意,导致了用人主体和教师群体的矛盾频发。因此,高校如何在吸收借鉴国外成功经验的基础上,结合实际,解决“非升即走”过程中出现的问题,值得研究。

With the increasingly fierce talent competition,“promotion or leave”has gradually become the preferred mechanism for some colleges and universities to recruit teachers.On the one hand,“promotion or leaving”is an effective baton to encourage teachers'scientific research output and promote the reasonable flow of talents.But on the other hand,some colleges and universities in the implementation of the“promotion or leave”system process resulting in frequent conflicts between the employer and the teacher group,because of divorcing from the reality of colleges and universities,and completely copy the western experience,and at the same time,lack of necessary supporting measures.Therefore,it is worth studying how to solve the problems in the process of“either upgrading or leaving”on the basis of absorbing foreign successful experience and combining reality.This paper combed the“not up or go”the origin and history of change,sums up the western education system under the“not up or go”characteristics,analyzed the domestic colleges and universities to introduce the possibility of the system,at the same time face to face with“not up or go”system in domestic colleges and universities are faced with the dilemma,and finally from the source of recruitment and evaluation system,and form a complete set of security three aspects put forward the optimization strategy.