近年来中国大学教授发展的问题审视及治理

Development of University Professors in China: Problems and Solutions

中国政府一向重视大学教师专业技术职务聘任前的管理,而轻视聘任后的教师考评管理,尤其是对教授专业技术职务的分级管理缺乏有效的实践措施,各大学对教授聘任后的考核管理重视力度不够,惩罚和退出机制不健全,进而导致教授持续提升教学与科研水平的意识与能力不足。对此,应学习借鉴国外大学教授聘任管理的经验,积极探索提高中国大学教授发展质量的路径,明确大学教授聘任管理改革的总体思路,细化聘任后的教授分级考核评价体系建设,加强教授职业生涯规划设计管理。

The Chinese government always attaches great importance to the pre-engagement management of university teachers whereas it tends to neglect the post-engagement appraisal of the professional skills,and especially lacks some effective managing measures aiming at professors of different ranks. In detail,there is an absence of the professional technical position appraisal and an imperfect reward-punishment mechanism which in return leads to an absence of the professors' professional awareness. The paper makes an attempt to find a solution to the problems above.