本文選題：初中學(xué)校 + 績(jī)效工資　； 參考：《五邑大學(xué)》2017年碩士論文

【摘要】：我國(guó)義務(wù)教育階段學(xué)校從2009年1月1日起開始正式實(shí)施教師績(jī)效工資政策,這項(xiàng)變革的主要目的是通過工資制度的創(chuàng)新,進(jìn)一步提升教師的工資待遇,激勵(lì)教師努力工作,從而促進(jìn)義務(wù)教育階段教育的均衡發(fā)展。在實(shí)施績(jī)效工資政策的八年多以來,全國(guó)各地的人事和教育行政部門出臺(tái)了關(guān)于績(jī)效工資實(shí)施和績(jī)效考核的指導(dǎo)意見,各地的學(xué)校也先后制定了實(shí)施獎(jiǎng)勵(lì)性績(jī)效工資分配和教師績(jī)效考核的方案。那么,各地義務(wù)教育階段的學(xué)校在實(shí)施教師績(jī)效工資的過程中遇到了什么樣的困難和問題?教師們對(duì)績(jī)效工資的實(shí)施怎樣理解?有什么樣看法和意見?這些都是本研究著力探討的重點(diǎn)。在第二章文獻(xiàn)綜述部分,本研究重點(diǎn)介紹了美國(guó)公立學(xué)校教師績(jī)效工資實(shí)施的歷史沿革、目前的研究現(xiàn)狀和研究的進(jìn)展情況,還著重了解國(guó)內(nèi)多位專家對(duì)教師績(jī)效工資政策實(shí)施、教師績(jī)效工資分配及教師的績(jī)效考核、教師績(jī)效工資對(duì)教師工作的影響等方面的研究狀況。本文在前人研究的基礎(chǔ)上重點(diǎn)從教師和學(xué)校的層面開展研究,了解基層學(xué)校在貫徹教師績(jī)效工資政策過程中的困難和問題,并對(duì)存在問題的原因進(jìn)行探究,從而提出整改的意見和建議。第三章對(duì)新會(huì)區(qū)6所初中的績(jī)效工資分配方案和考核方案進(jìn)行了文本分析,了解6所學(xué)校方案中的異同。第四章通過對(duì)江門市新會(huì)區(qū)的6所初中的行政人員和教師的訪談和問卷調(diào)查,了解績(jī)效工資改革的實(shí)際效果,學(xué)校教師的工資是否提高了?老師們的工作積極性是否得到提高?各學(xué)校在制定績(jī)效考核方案和績(jī)效工資分配方案的過程中是否科學(xué)、公平?有沒有廣泛征求老師們的意見?一線教師對(duì)績(jī)效考核和績(jī)效工資分配方案的滿意度如何?學(xué)校在績(jī)效工資政策實(shí)施的過程中遇到什么樣的困難和問題?教師對(duì)績(jī)效工資的實(shí)施有什么期望和好的建議?在這一章里,還對(duì)教師的績(jī)效考核的公平程度、考核指標(biāo)的導(dǎo)向作用和數(shù)據(jù)采集的時(shí)間等進(jìn)行了一些探討。通過調(diào)查,發(fā)現(xiàn)績(jī)效工資制度使學(xué)校老師的工資有了一定幅度的提高,但由于缺乏專家的指導(dǎo),各學(xué)校未能科學(xué)地制定績(jī)效工資分配方案和績(jī)效考核方案,這一點(diǎn)明顯削弱了對(duì)教師的教育教學(xué)行為的激勵(lì)。對(duì)此,本研究也相應(yīng)提出了要加強(qiáng)以公平理論為指導(dǎo),切實(shí)落實(shí)監(jiān)督機(jī)制,確保學(xué)�？�(jī)效工資實(shí)施的公平性,引導(dǎo)教師提升素質(zhì)和積極參與學(xué)校管理等可行措施。
[Abstract]:From January 1, 2009, the school of compulsory education in our country has formally implemented the teacher performance wage policy. The main purpose of this reform is to further improve the salary treatment of teachers and encourage teachers to work hard through the innovation of wage system. So as to promote the balanced development of compulsory education. Since the implementation of the performance pay policy for more than eight years, personnel and education administrative departments throughout the country have issued guidelines on the implementation of performance pay and performance appraisal. Local schools have also formulated incentive performance pay allocation and teacher performance evaluation program. So what kind of difficulties and problems do schools in the compulsory education stage encounter in the process of implementing teachers' performance pay? How do teachers understand the implementation of performance pay? What views and opinions do you have? These are the emphases of this study. In the second chapter of literature review, this study focuses on the historical evolution of the implementation of performance pay of public school teachers in the United States, the current research situation and research progress. It also focuses on the implementation of teachers' performance pay policy, the distribution of teachers' performance pay and teachers' performance appraisal, and the impact of teachers' performance pay on teachers' work. On the basis of previous studies, this paper focuses on the study of teachers and schools in order to understand the difficulties and problems in the implementation of teachers' performance pay policy in grass-roots schools, and to explore the causes of the problems. Thus put forward the advice and suggestions of rectification. The third chapter makes a text analysis on the performance wage distribution scheme and appraisal scheme of 6 junior middle schools in Xinhui District, and finds out the similarities and differences in the six schools' plans. The fourth chapter through the interview and questionnaire survey to the administrative staff and teachers of 6 junior middle schools in Xinhui District of Jiangmen City, to understand the actual effect of the performance wage reform, whether the school teachers' salary has been raised? Are teachers motivated to work? Are schools scientific and fair in the process of formulating performance appraisal programs and performance pay allocation schemes? Have teachers been consulted widely? What is the satisfaction of front-line teachers to performance appraisal and performance pay allocation? What are the difficulties and problems encountered in the implementation of the performance pay policy? What are the teachers' expectations and suggestions for the implementation of performance pay? In this chapter, we also discuss the fair degree of teachers' performance appraisal, the guiding function of evaluation index and the time of data collection. Through the investigation, it is found that the performance pay system has increased the teachers' wages to a certain extent, but due to the lack of expert guidance, the schools have not been able to scientifically formulate the performance pay distribution scheme and performance appraisal scheme. This obviously weakens the encouragement to the teacher's education and teaching behavior. Therefore, this study also puts forward some feasible measures, such as strengthening the guidance of fair theory, implementing the supervision mechanism, ensuring the fairness of the implementation of school performance wage, guiding teachers to improve their quality and actively participating in school management.
【學(xué)位授予單位】：五邑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G637

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