CAJ | 학술논문

高等学校绩效工资改革事关广大高校教职员工的切身利益，不但涉及面广，而且对高等教育事业的发展具有重要影响。在制定绩效工资政策，落实改革具体措施时，应该在深入调研，合理借鉴国外高校成功经验的基础上，对绩效概念、绩效评价方法、高等学校绩效体系的内涵进行适当梳理。激励性绩效工资的设置应以贡献为最主要考量，进而突破资历、身份的限制，真正实现以贡献论英雄。绩效评价既要考虑高校内部不同岗位的工作性质，同时也应当结合成本分析，促使教职员工占用较少的资源为学校发展做出较大的贡献。
고등학교적효공자개혁사관엄대고교교직원공적절신이익，불단섭급면엄，이차대고등교육사업적발전구유중요영향。재제정적효공자정책，락실개혁구체조시시，응해재심입조연，합리차감국외고교성공경험적기출상，대적효개념、적효평개방법、고등학교적효체계적내함진행괄당소리。격려성적효공자적설치응이공헌위최주요고량，진이돌파자력、신빈적한제，진정실현이공헌론영웅。적효평개기요고필고교내부불동강위적공작성질，동시야응당결합성본분석，촉사교직원공점용교소적자원위학교발전주출교대적공헌。
Performance pay reform in higher educational institutions involves the vital interests of the fac- ulty and administrative staff, whicl~ not only covers a wide range, but also has a huge impact on the develop- ment of higher education. When formulating the policy of performance pay and implementing specific meas- ures, based on an in-depth investigation and drawing on the successful experience of oversea universities, we shall outline the concept of performance, its evaluation method, and connotations of the performance system in higher educational institutions. The establishment of incentive performance pay shall take contribution as the main consideration, which breaks through the limits of qualification and status, thus truly realizing that contri- bution makes the hero. Performance evaluation shall consider different natures of different posts within higher educational institutions, at the same time, also combine cost analysis, urging the faculty and administrative staff to make greater contribution for universities while taking fewer resources.