| 论公办高校教师岗位绩效薪酬制度 |
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| 引用本文： | 李星云. 论公办高校教师岗位绩效薪酬制度[J]. 南京林业大学学报(人文社会科学版), 2010, 10(2): 94-98 |
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| 作者姓名： | 李星云 |
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| 作者单位： | 南京师范大学教育科学学院,江苏,南京,210097 |
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| 基金项目： | 南京师范大学"211工程"跨学科重大招标项目 |
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| 摘 要： | 实行岗位绩效工资制是高校教师薪酬制度改革的内在要求。我国公办高校岗位绩效工资制经历了四个发展阶段,目前仍存在薪酬结构不合理、分配机制缺乏激励作用、岗位绩效机制缺乏市场竞争力等突出问题。构建合理、完善的公办高校教师岗位绩效薪酬制度,是一项系统工程,需要核准教师基本薪酬水平、合理设计薪酬结构、推进教师聘任制度改革、拓展资金筹措渠道、完善事业单位社会保障体系等。
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| 关 键 词： | 中国 公办高校 教师 绩效工资 薪酬制度 |
On Post-Performance Pay System for Teachers in State-Owned Universities |
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| LI Xing-yun. On Post-Performance Pay System for Teachers in State-Owned Universities[J]. Journal of Nanjing Forestry University(Humanities and Social Sciences Edition), 2010, 10(2): 94-98 |
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| Authors: | LI Xing-yun |
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| Affiliation: | LI Xing-yun(School of Educational Science,Nanjing Normal University,Nanjing 210097,China) |
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| Abstract: | Post-performance pay system is an inherent requirement of the innovation of teachers＇ pay system in universities.In China,post-performance pay system in state-owned universities has experienced four stages.There still exist some prominent problems such as unreasonable salary structure,deficiency of incentive in distribution mechanism,lack of competitiveness in post-performance system,etc.To build a perfect post-performance pay system,what needs to be done includes examining the basic standards of teachers＇ pay,designing reasonable pay structure,advancing teacher employment reform,expanding funds collection channel,and improving public social security system. |
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| Keywords: | China state-owned university teacher post-performance pay pay system |
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