高校“非升即走”聘用条款的实践检视及法治矫正

Practice Inspection and Legal Correction of“Up or Out”Employment Clause in Universities

我国高校“非升即走”聘用条款的合法性来自于事业单位人事聘用制改革及相关规范性法律文件,但其法律属性至今仍模糊不清。高校教师职业同时内含行政公务和劳动、专业要素,这决定了高校“非升即走”聘用条款“劳动、行政混合合同”的法律属性。当前,“非升即走”聘用条款的适用规范性差强人意,更导致了科研功利化及轻视教学的不良现象,与大学的历史发展逻辑产生了内在冲突。规范“非升即走”聘用条款的首要措施在于促使其符合公开、协商原则,相关纠纷得以获得校内申诉、行政复议以及司法程序的受理;根本举措在于构建多元化的科研考评标准,提升教学考核的占比权重,扭转“唯论文”的现象趋势。

The legitimacy of the“up or out”employment clause in Chinese universities comes from the reform of personnel employment system in public institutions and relevant normative legal documents,but its legal attribute is still unclear.Teachers in higher education institutions also contain administrative and public affairs,labor and professional elements,which determines the legal nature of the employment clause labor-administrative mixed contract.At present,the application of the"non-promotion or leave"terms of employment is unsatisfactory,which has led to the utilitarianization of scientific research and the despising of teaching,which is in conflict with the historical development logic of the university.The primary measure to standardize the terms of employment clause is to make it comply with the principles of openness and negotiation,so that relevant disputes can be accepted by in-school appeals,administrative reconsideration and judicial procedures.The fundamental measure requires higher education institutions to build diversified scientific research evaluation standards,improve the proportion and weight of teaching evaluation and reverse the trend of"paper-only"phenomenon in higher education.