本文選題：英國義務(wù)教育學(xué)校　切入點：教師　出處：《遼寧師范大學(xué)》2010年碩士論文　論文類型：學(xué)位論文

【摘要】： 長久以來,我國義務(wù)教育學(xué)校教師工資制度的評定主要是以學(xué)生的考試成績來決定的,這必然導(dǎo)致教師們片面地抓學(xué)生的考試成績,學(xué)生則死記硬背書本知識,教師只重視升學(xué)考試科目,犧牲了體、音、美等副科的學(xué)習(xí),長此以往不但不利于學(xué)生學(xué)習(xí)能力和素質(zhì)的全面提高,也不利于義務(wù)教育的實施,更違背義務(wù)教育全面普及知識,培養(yǎng)學(xué)生基本能力,提高全體兒童、青少年素質(zhì)的教育宗旨。 眾所周知,英國是世界上最早推行義務(wù)教育制度的國家之一,其義務(wù)教育的普及率和教學(xué)水平普遍很高,這在很大程度上是得益于英國不斷進行的教育改革,其中就包括近些年來實施的義務(wù)教育學(xué)校教師績效工資制度改革。英國的義務(wù)教育學(xué)校教師績效工資制度改革從實施至今經(jīng)過不斷地完善后,已經(jīng)具有了法規(guī)制度規(guī)范、配套設(shè)施完備、實施公平合理的特點。 本文采用文獻法,分5個部分對英國義務(wù)教育學(xué)校教師績效工資制度進行了研究和梳理:教師績效工資制度的形成背景和現(xiàn)狀;教師績效工資制度的法律依據(jù);教師績效工資制度的組織管理與資金保障;教師績效工資制度的實施;教師績效工資制度的影響。最后得出英國義務(wù)教育教師績效工資制度改革取得了以下成績:發(fā)展目標明確,能夠激發(fā)教師的教學(xué)熱情;教師職業(yè)上升空間加大,涌現(xiàn)出更多的優(yōu)秀教師;教師的工資待遇明顯提高,激發(fā)了教師的工作積極性;教師工作積極性的不斷提高也促進了學(xué)生身心的發(fā)展和學(xué)業(yè)的進步;促進義務(wù)教育的公平及均衡發(fā)展。 在論文的最后部分筆者對我國義務(wù)教育學(xué)校教師績效工資制度改革提出以下建議:第一,建立義務(wù)教育學(xué)校教師績效工資制度的相關(guān)法律;第二,組建義務(wù)教育學(xué)校教師績效工資的管理機構(gòu);第三,為義務(wù)教育學(xué)校教師績效工資制度改革提供資金保障;第四,規(guī)定義務(wù)教育學(xué)校教師績效工資的等級,促進教師的專業(yè)發(fā)展;第五,建立公開、公平、完整的義務(wù)教育學(xué)校教師績效工資制度的實施程序。第六,利用教師績效工資制度促進義務(wù)教育的公平。
[Abstract]:For a long time, the assessment of teachers' wage system in compulsory education schools in China has been mainly determined by students' examination results, which will inevitably lead teachers to pay one-sided attention to students' examination results, while students will memorize book knowledge by rote. Teachers only attach importance to the subject of entrance examination, sacrificing the study of physical, sound, and beauty subjects. In the long run, this is not only detrimental to the overall improvement of students' learning ability and quality, but also unfavorable to the implementation of compulsory education, and is even contrary to the comprehensive popularization of knowledge in compulsory education. Training students' basic ability and improving the quality of all children and adolescents. As we all know, Britain is one of the earliest countries in the world to implement compulsory education system, and its compulsory education popularization rate and teaching level are generally very high, which to a large extent is due to the continuous educational reform in the United Kingdom. This includes the reform of the performance pay system for teachers in compulsory education schools implemented in recent years. The reform of the performance pay system for teachers in compulsory education schools in the United Kingdom has been continuously improved since its implementation, and has already been regulated by laws and regulations. Complete supporting facilities, the implementation of fair and reasonable characteristics. This article adopts the literature method, divides into five parts to carry on the research and the comb to the British compulsory education school teacher performance wage system: the teacher performance wage system formation background and the present situation, the teacher performance wage system legal basis, the teacher performance wage system legal basis, The organizational management and fund guarantee of teacher performance wage system, the implementation of teacher performance wage system; Finally, it is concluded that the reform of the performance pay system of compulsory education teachers in Britain has made the following achievements: clear development objectives, can stimulate teachers' teaching enthusiasm; More excellent teachers have emerged, the salary of teachers has been improved obviously, the enthusiasm of teachers has been aroused, and the continuous improvement of teachers' enthusiasm has also promoted the development of students' body and mind and the progress of their studies. To promote the fair and balanced development of compulsory education. In the last part of the thesis, the author puts forward the following suggestions on the reform of the performance pay system of compulsory education school teachers: first, the establishment of the relevant laws of the performance pay system of compulsory education school teachers; second, To set up a management body for the performance pay of teachers in compulsory education schools; third, to provide financial guarantee for the reform of the performance pay system of teachers in compulsory education schools; and 4th, to stipulate the grades of performance wages for teachers in compulsory education schools, To promote the professional development of teachers; 5th, to establish an open, fair and complete implementation procedure of teacher performance wage system in compulsory education schools. 6th, to promote the fairness of compulsory education by using teacher performance pay system.
【學(xué)位授予單位】：遼寧師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2010
【分類號】：G556.1

【引證文獻】

相關(guān)期刊論文 前1條

1 畢妍;齊海涵;;英國教師績效工資制:緣起、特點及啟示[J];現(xiàn)代教育管理;2012年01期

相關(guān)碩士學(xué)位論文 前5條

1 宋曉寧;義務(wù)教育階段教師績效工資改革調(diào)查研究[D];山東師范大學(xué);2012年

2 吉秀娜;初級中學(xué)“績效工資制”學(xué)校管理模式的個案研究[D];河北師范大學(xué);2012年

3 李雨姝;學(xué)前教育公共服務(wù)體系之師資保障體系建構(gòu)的研究[D];湖南師范大學(xué);2013年

4 高嚴;績效工資政策背景下小學(xué)班主任隊伍建設(shè)問題研究[D];黑龍江大學(xué);2013年

5 滕卡丹;初中教師績效工資對教育質(zhì)量的影響研究[D];首都師范大學(xué);2013年

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本文編號：1623882