CAJ | 학술논문

为了最大程度地调动教职工的积极性和创造性，提高办学质量和办学效率，高职院校纷纷进行人事分配制度改革。由于高职院校存在着教师教育教学活动的投入难以可靠计量、教育教学活动的产出难以可靠测量以及教学效果难以可靠评估等特殊性，导致高校绩效工资制度的改革难以达到“效率优先，兼顾公平”的预期效果。本文以武汉某职院人事分配制度的改革方案为背景，由个别到一般，分析高职院校绩效工资改革存在的不足，并就如何进一步优化高职院校绩效工资制度改革提出意见和建议。
위료최대정도지조동교직공적적겁성화창조성，제고판학질량화판학효솔，고직원교분분진행인사분배제도개혁。유우고직원교존재착교사교육교학활동적투입난이가고계량、교육교학활동적산출난이가고측량이급교학효과난이가고평고등특수성，도치고교적효공자제도적개혁난이체도“효솔우선，겸고공평”적예기효과。본문이무한모직원인사분배제도적개혁방안위배경，유개별도일반，분석고직원교적효공자개혁존재적불족，병취여하진일보우화고직원교적효공자제도개혁제출의견화건의。
In order to bring the initiative and creativity of the staff into full play and enhance the quality and efficiency of school-running, the higher vocational institutes are carrying out the reform of personnel distribution system in succession. Because the teachers' teaching cannot be reliably estimated and the teaching activities cannot be credibly measured and the teaching effects cannot be dependably evaluated in the higher vocational institutes, the reform of Merit Pay System cannot reach the results of"priority to efficiency with due consideration to fairness". The personnel distribution system of a higher vocational institute is taken as an example to analyze the existing shortcomings of the reform of Merit Pay System. Some comments and suggestions are proposed to optimize the reform of Merit Pay System.