高校“非升即走”制度下教师权益保障困境及破解路径

Protection of Teachers’Rights in“Promotion orDeparture”Systemin Colleges and Universities:Dilemma and Road to Cracking

随着“非升即走”成为我国高等学校教师聘任的主流制度,高校教师的权益保障问题在人事制度改革和相关立法中的重要性和紧迫性日益凸显。结合理论研究和司法实践来看,我国高校教师面临的权益保障困境主要表现为“学术青椒”的尴尬:在“非升即走”聘用合同签订前,高校教师的法律身份模糊;在签订合同时,高校教师的主体性尤其是平等参与权缺失;在履行合同中,高校教师权利救济渠道不畅。这些问题的主要原因在于“学术锦标赛”的异化:高校人事管理的相关法律内容模糊、高校办学自主权边界不清和“非升即走”制度的价值偏离。破解“非升即走”制度下高校教师权益保障的现实困境的关键在于学术生态的优化:国家层面应明确“非升即走”聘用合同是“具有行政要素的劳动合同”的法律属性,重构高校教师“兼具公权与私权性质的特殊劳动者”的法律身份,完善高校教师聘任的相关法律体系;高校层面应重塑“非升即走”的制度价值,充分发挥制度的激励和促进作用,完善“非升即走”制度内容及配套措施,健全教师权益保障机制。

As the“promotion or departure”policy becomes the mainstream system for faculty appointments in higher education institutions in China,the issue of rights and interests protection for public university teachers has become increasingly prominent and urgent in personnel system reform and related legislation.When examined through the lens of theoretical research and judicial practice,the main challenges and embarrassment faced by university teachers in China regarding the protection of their rights and interests are as follows:ambiguity in the legal status of teachers under“promotion or departure”employment contracts;a lack of equal participation rights for teachers when signing contracts;and obstructed channels for teachers to seek remedies for their rights during the fulfillment of contracts.These issues are primarily caused the alienation of academic tournaments,including by the vagueness of relevant legal content in university personnel management,unclear boundaries of university autonomy,and the deviation from the intended values of the“promotion or departure”system.To address the challenges of rights and interests protection for university teachers under the“promotion or departure”policy,the solutions of the optimization of academic ecology include:at the national level,clarifying the legal nature of“promotion or departure”employment contracts as“labor contracts with administrative elements,”reconstructing the legal identity of university teachers as“special workers with both public and private rights,”and improving the related legal system for faculty appointments;at the university level,reshaping the value of the“promotion or departure”system,fully leveraging its incentive and promotion functions,optimizing the content of the“promotion or departure”system,and strengthening the system for the protection of teachers rights and interests.