【摘要】：義務(wù)教育學(xué)校教師的待遇如何，始終是教育領(lǐng)域的熱點(diǎn)話題。諸多學(xué)者對(duì)此展開(kāi)了多層次、多視角的調(diào)查研究。研究得出的結(jié)論不容樂(lè)觀：雖然教師的待遇不斷提高，但是仍無(wú)法與我國(guó)經(jīng)濟(jì)的發(fā)展水平相適應(yīng)，亟需得到進(jìn)一步改善和提高。為了解決義務(wù)教育學(xué)校教師工資問(wèn)題，激勵(lì)教師提高工作績(jī)效，改善教師待遇，我國(guó)于2009年1月1日開(kāi)始在義務(wù)教育學(xué)校實(shí)施績(jī)效工資政策，至今已有4年的時(shí)間，石家莊市也相應(yīng)的實(shí)施了該政策。4年了，，實(shí)施效果如果，是研究者與管理者比較關(guān)注的問(wèn)題。 本研究以石家莊市義務(wù)教育學(xué)校教師為研究對(duì)象，采用調(diào)查研究的方法對(duì)石家莊市義務(wù)教育學(xué)�？�(jī)效工資實(shí)施狀況進(jìn)行了實(shí)地調(diào)研。通過(guò)對(duì)調(diào)查結(jié)果進(jìn)行數(shù)據(jù)分析，歸納出石家莊市義務(wù)教育學(xué)校在實(shí)施績(jī)效工資過(guò)程中存在如下問(wèn)題：績(jī)效考核公平性遭到質(zhì)疑，考核指標(biāo)過(guò)度量化，評(píng)價(jià)主體單一，教師對(duì)評(píng)價(jià)標(biāo)準(zhǔn)存在爭(zhēng)議，導(dǎo)致績(jī)效工資對(duì)教師激勵(lì)作用微弱；績(jī)效工資未考慮所得稅的影響，教師實(shí)際收入減少，違背了該政策倡導(dǎo)提高教師收入的初衷；地區(qū)間教師工資收入差距大，政府監(jiān)管責(zé)任不到位，績(jī)效工資專項(xiàng)資金投入不足，區(qū)域內(nèi)部教師之間平局主義現(xiàn)象依然存在。最后，研究者針對(duì)這些問(wèn)題，向政府和學(xué)校提出了一些政策性建議，諸如構(gòu)建公平合理的績(jī)效考核機(jī)制；調(diào)整獎(jiǎng)勵(lì)性績(jī)效工資的發(fā)放方式，扭轉(zhuǎn)個(gè)人所得稅對(duì)教師收入的逆向調(diào)節(jié)局面，維護(hù)教師的利益；強(qiáng)調(diào)政府投入責(zé)任，提高對(duì)教師的資金獎(jiǎng)勵(lì)幅度；建立有效的問(wèn)責(zé)制度和監(jiān)督機(jī)制，確保政府責(zé)任和財(cái)政的落實(shí)到位。
[Abstract]:The treatment of teachers in compulsory education schools has always been a hot topic in the field of education. Many scholars have carried out a multi-level and multi-perspective investigation on this issue. The conclusion of the study is not optimistic: although the treatment of teachers continues to improve, it is still unable to adapt to the level of economic development in China, and needs to be further improved and improved. In order to solve the problem of teachers' wages in compulsory education schools, encourage teachers to improve their work performance and improve teachers' treatment, our country began to implement the performance-based wage policy in compulsory education schools on January 1, 2009, and it has been four years since. Shijiazhuang City has also implemented the policy. 4 years, if the effect of implementation, the researchers and managers pay more attention to the issue. This research takes the teachers of Shijiazhuang compulsory education school as the research object, adopts the investigation research method to carry on the on-the-spot investigation to the Shijiazhuang compulsory education school performance salary implementation condition. Based on the data analysis of the survey results, it is concluded that the following problems exist in the implementation of performance pay in Shijiazhuang compulsory Education School: the fairness of performance appraisal is questioned, the evaluation index is overquantized, and the evaluation subject is single. Teachers' evaluation criteria are controversial, which leads to the weak incentive effect of performance wages on teachers; Performance wages do not take into account the impact of income tax, teachers' actual income is reduced, contrary to the policy to promote the original intention of raising teachers' income; The gap of teachers' salary between regions is large, the responsibility of government supervision is not in place, the investment of special funds for performance wages is insufficient, and the phenomenon of parallelism among teachers in the region still exists. Finally, in view of these problems, the researchers put forward some policy suggestions to the government and schools, such as the establishment of a fair and reasonable performance appraisal mechanism; We should adjust the payment mode of reward performance salary, reverse the reverse regulation of individual income tax on teachers' income, safeguard the interests of teachers, emphasize the responsibility of government input, and improve the range of financial reward to teachers. Establish an effective accountability system and oversight mechanism to ensure that government responsibility and financial implementation is in place.
【學(xué)位授予單位】：河北師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G522.3;G637.2

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