高校教师聘任制度与人才流动——“非升即走”还是“事业编”

Different Employment Contracting Systems and College Teachers Flow—Up-or-Out or Authorized Strength

随着高校聘任制改革的推进,我国部分院校引进了“非升即走”教师聘任制度。但更多的高校基本上还采用传统的“事业编”制度。尽管这两种制度采用的都是合同制,也即合同规定聘期内的教学和科研任务,以及未能完成任务的后果,但这两种教师聘任制度之间存在着诸多本质差异。本文基于二者差异分析了其对高校教师流动造成的制度壁垒。由于“非升即走”聘任制度能够促进人才流动、提升高校人才资源配置效率,本文建议逐渐推行“非升即走”的聘任制度,从而解决教师在两种制度之间的流动问题。

With the development of the reform of employment contracting system in higher education institutions, some colleges and universities in China have introduced the “up-or-out” teacher employment contracting system. However, more colleges and universities adopt the traditional “authorized strength” teacher employment contracting system. Although both of the two systems use contracts to stipulate the teaching and research tasks within the employment period and proclaim the consequences of failing to complete the tasks, there are many essential differences between the two teacher employment contracting systems. Based on the differences between the two systems in all aspects, this paper analyzes the institutional barriers to the flow of university teachers. Since “up-or-out” employment contracting system can accelerate the flow of teachers and improve the efficiency of human resource allocation in colleges and universities, we suggest that the employment system of “up-or-out” should be widely implemented to solve the problem of teachers flow between institutions in these two systems.