海南省中小學(xué)教師績效工資制度再改革的研究
發(fā)布時間：2018-11-13 07:16
【摘要】：2009年初《關(guān)于義務(wù)教育學(xué)校實施績效工資的指導(dǎo)意見》的發(fā)布標(biāo)志著全國基礎(chǔ)教育階段的教師開始執(zhí)行績效工資制度。同年海南省人民政府公告了由省人力資源社會保障廳、省財政廳、省教育廳聯(lián)合上報的《海南省義務(wù)教育學(xué)�？冃ЧべY實施意見》,海南省中小學(xué)教師就此進入績效工資時代。作為深化事業(yè)單位工資制度改革,探索建立科學(xué)合理的激勵機制的一把利刃,中小學(xué)教師績效工資制度為素質(zhì)教育的繼續(xù)推進帶來了新的發(fā)展機遇,是中小學(xué)教育人力資源管理領(lǐng)域改革的重要舉措,是國家教育的中長期發(fā)展戰(zhàn)略的重要一步�！皼]有調(diào)研就沒有發(fā)言權(quán)”,筆者首先通過問卷調(diào)查、集體訪談和個別訪談以及觀察法等形式對海南省下屬各市縣中小學(xué)教師績效工資實施情況進行了廣泛深入的實證調(diào)研:發(fā)放結(jié)構(gòu)性問卷,對某幾個市縣的教育局(或教科局)的管理人員進行訪談,對校長和普通教師群體分別進行集體和個別訪談,以參與式的方式進入海口某中學(xué)觀察、交流,獲取一手信息。然后,對獲取的資料錄入分析,整合歸納。清晰的呈示出海南省中小學(xué)教師績效工資制度實施的現(xiàn)狀和問題,進一步的分析問題,在此基礎(chǔ)上提出了對海南省中小學(xué)教師績效工資制度再改革的建議。本文主要有四個部分:第一部分,文章的緒論:中小學(xué)教師績效工資問題的提出、論文的選題背景與做這項研究的意義、在這個過程中所用的研究方法,并梳理文獻,做好文獻綜述。第二部分,海南省中小學(xué)教師績效工資實施具體情況的調(diào)研結(jié)果呈現(xiàn)。以海南省中小學(xué)校教育事業(yè)的相關(guān)集體和個人為調(diào)查對象,化整為零開展調(diào)研。包括調(diào)研活動的開展、調(diào)研的樣本選擇和績效工資制度實施的基本情況。第三部分,調(diào)研中的發(fā)現(xiàn)的問題進行歸納與分析,為再改革做鋪墊。論述了海南省教師績效工資改革滿意度低背后的深層原因,呈現(xiàn)出改革不徹底性的實質(zhì)。檢視海南省中小學(xué)校教師績效工資實施問題,針對政策實施以來出現(xiàn)的績效平均化、教師對分配方案的滿意度低、考核體系繁雜低效、激勵效果不明顯等主要問題進行分析。第四部分,立足于上一章節(jié)的現(xiàn)狀和問題,站在政府和學(xué)校兩個層面,從地方的教育行政部門對績效工資的指導(dǎo)監(jiān)管、支持力度,學(xué)校領(lǐng)導(dǎo)對績效工資制度以及方案的制定與修改過程、績效考核方案的合理性、公平性等方面對海南省中小學(xué)校教師績效工資政策的進一步改革提出建議。
[Abstract]:At the beginning of 2009, the release of "guidance on the implementation of performance pay in compulsory Education Schools" marked the beginning of the implementation of the performance pay system by teachers in the national basic education stage. In the same year, the Hainan Provincial people's Government announced the "opinions on the implementation of the performance wage of compulsory Education School in Hainan Province", which were jointly reported by the Department of Human Resources Social Security, the Department of Finance and the Department of Education of the Province, and the teachers of primary and secondary schools in Hainan Province entered the era of performance pay. As a sharp blade in deepening the reform of wage system in institutions and exploring the establishment of a scientific and reasonable incentive mechanism, the performance wage system of primary and secondary school teachers has brought new opportunities for the development of quality education. It is an important measure in the reform of human resource management in primary and secondary education, and an important step in the medium and long term development strategy of national education. "No research, no right to speak", the author first through a questionnaire survey, In the form of group interview, individual interview and observation method, this paper conducts extensive and in-depth empirical research on the implementation of performance pay of primary and secondary school teachers in all counties and cities of Hainan Province: issuing structural questionnaires, The management staff of some city and county education bureau (or education department bureau) are interviewed, the principal and the ordinary teacher group are interviewed in group and individually, and they enter a middle school in Haikou in a participatory way to observe, communicate and obtain primary information. Then, the obtained data input analysis, integration and induction. This paper presents clearly the current situation and problems of the implementation of the performance pay system of primary and secondary school teachers in Hainan Province, further analyzes the problems, and puts forward some suggestions for the reform of the performance pay system of primary and secondary school teachers in Hainan Province. There are four main parts of this paper: the first part, the introduction of the article: the issue of the performance pay of primary and secondary school teachers, the background of this paper and the significance of doing this research, the research methods used in this process, and combing the literature. Do a good literature review. The second part, Hainan Province primary and secondary school teacher performance salary implementation concrete situation investigation result presents. The investigation was carried out in Hainan Province by taking the relevant collectives and individuals of primary and secondary schools in Hainan Province as the objects of investigation. Including the development of research activities, research sample selection and performance pay system implementation of the basic situation. In the third part, the problems found in the investigation are summarized and analyzed to pave the way for further reform. This paper discusses the deep reasons behind the low degree of satisfaction in the reform of teachers' performance pay in Hainan Province, and presents the essence of the reform. This paper examines the implementation of teachers' performance pay in primary and secondary schools in Hainan Province, analyzes the main problems such as the average performance since the implementation of the policy, teachers' low satisfaction with the distribution scheme, complex and inefficient assessment system, and the lack of obvious incentive effect. The fourth part, based on the status quo and problems in the previous chapter, standing at the two levels of government and school, from the local education administration to the performance pay guidance, supervision, support, The school leaders put forward suggestions for the further reform of the performance pay policy of primary and middle school teachers in Hainan Province in terms of the performance pay system and the process of formulation and modification of the scheme, the rationality of the performance appraisal scheme, and the fairness of the performance pay policy.
【學(xué)位授予單位】：海南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：G635.1
本文編號：2328391
[Abstract]:At the beginning of 2009, the release of "guidance on the implementation of performance pay in compulsory Education Schools" marked the beginning of the implementation of the performance pay system by teachers in the national basic education stage. In the same year, the Hainan Provincial people's Government announced the "opinions on the implementation of the performance wage of compulsory Education School in Hainan Province", which were jointly reported by the Department of Human Resources Social Security, the Department of Finance and the Department of Education of the Province, and the teachers of primary and secondary schools in Hainan Province entered the era of performance pay. As a sharp blade in deepening the reform of wage system in institutions and exploring the establishment of a scientific and reasonable incentive mechanism, the performance wage system of primary and secondary school teachers has brought new opportunities for the development of quality education. It is an important measure in the reform of human resource management in primary and secondary education, and an important step in the medium and long term development strategy of national education. "No research, no right to speak", the author first through a questionnaire survey, In the form of group interview, individual interview and observation method, this paper conducts extensive and in-depth empirical research on the implementation of performance pay of primary and secondary school teachers in all counties and cities of Hainan Province: issuing structural questionnaires, The management staff of some city and county education bureau (or education department bureau) are interviewed, the principal and the ordinary teacher group are interviewed in group and individually, and they enter a middle school in Haikou in a participatory way to observe, communicate and obtain primary information. Then, the obtained data input analysis, integration and induction. This paper presents clearly the current situation and problems of the implementation of the performance pay system of primary and secondary school teachers in Hainan Province, further analyzes the problems, and puts forward some suggestions for the reform of the performance pay system of primary and secondary school teachers in Hainan Province. There are four main parts of this paper: the first part, the introduction of the article: the issue of the performance pay of primary and secondary school teachers, the background of this paper and the significance of doing this research, the research methods used in this process, and combing the literature. Do a good literature review. The second part, Hainan Province primary and secondary school teacher performance salary implementation concrete situation investigation result presents. The investigation was carried out in Hainan Province by taking the relevant collectives and individuals of primary and secondary schools in Hainan Province as the objects of investigation. Including the development of research activities, research sample selection and performance pay system implementation of the basic situation. In the third part, the problems found in the investigation are summarized and analyzed to pave the way for further reform. This paper discusses the deep reasons behind the low degree of satisfaction in the reform of teachers' performance pay in Hainan Province, and presents the essence of the reform. This paper examines the implementation of teachers' performance pay in primary and secondary schools in Hainan Province, analyzes the main problems such as the average performance since the implementation of the policy, teachers' low satisfaction with the distribution scheme, complex and inefficient assessment system, and the lack of obvious incentive effect. The fourth part, based on the status quo and problems in the previous chapter, standing at the two levels of government and school, from the local education administration to the performance pay guidance, supervision, support, The school leaders put forward suggestions for the further reform of the performance pay policy of primary and middle school teachers in Hainan Province in terms of the performance pay system and the process of formulation and modification of the scheme, the rationality of the performance appraisal scheme, and the fairness of the performance pay policy.
【學(xué)位授予單位】：海南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：G635.1
【參考文獻】
相關(guān)期刊論文 前5條
1 姚佳玲;;義務(wù)教育學(xué)校實施績效工資改革的現(xiàn)狀分析[J];吉林省教育學(xué)院學(xué)報(學(xué)科版);2011年06期
2 付衛(wèi)東;崔民初;;義務(wù)教育學(xué)校教師績效工資政策分析[J];現(xiàn)代教育管理;2011年02期
3 吳青云;馬佳宏;;義務(wù)教育階段教師績效工資問題探討[J];教育學(xué)術(shù)月刊;2010年07期
4 胡耀宗;童宏保;;義務(wù)教育教師績效工資政策執(zhí)行中的問題及解決策略[J];教師教育研究;2010年04期
5 賈建國;;美國中小學(xué)教師績效工資改革及其對我國的啟示[J];比較教育研究;2009年09期
相關(guān)碩士學(xué)位論文 前1條
1 趙麗平;普通高中實施教師績效工資校際比較研究[D];蘇州大學(xué);2014年
，本文編號：2328391
本文鏈接：http://sikaile.net/shekelunwen/shehuibaozhanglunwen/2328391.html
最近更新
教材專著
