中国高教研究
中國高教研究
중국고교연구
China Higher Education Research
2014年
7期
85~87
,共null页
高校教师 工资结构 绩效 计量分析
高校教師 工資結構 績效 計量分析
고교교사 공자결구 적효 계량분석
university teacher; salary structure; performance; quantitative analysis
以我国中部地区某普通本科院校的教师工资为例，研究表明，直接决定其平均工资总额大小的因素主要是上课课时数和科研收入。绩效工资不能显著提高教师工资水平。目前高校绩效考核的改革要从简单的教学和科研双项考核向师德、师风、关心学生、引导学生等多元化考核方向调整；提高单位课时的酬金标准；实行阶梯化的课时费标准；遵循市场化高校科研奖励标准；实现教师绩效考核多元化管理；等等。
以我國中部地區某普通本科院校的教師工資為例，研究錶明，直接決定其平均工資總額大小的因素主要是上課課時數和科研收入。績效工資不能顯著提高教師工資水平。目前高校績效攷覈的改革要從簡單的教學和科研雙項攷覈嚮師德、師風、關心學生、引導學生等多元化攷覈方嚮調整；提高單位課時的酬金標準；實行階梯化的課時費標準；遵循市場化高校科研獎勵標準；實現教師績效攷覈多元化管理；等等。
이아국중부지구모보통본과원교적교사공자위례，연구표명，직접결정기평균공자총액대소적인소주요시상과과시수화과연수입。적효공자불능현저제고교사공자수평。목전고교적효고핵적개혁요종간단적교학화과연쌍항고핵향사덕、사풍、관심학생、인도학생등다원화고핵방향조정；제고단위과시적수금표준；실행계제화적과시비표준；준순시장화고교과연장려표준；실현교사적효고핵다원화관리；등등。
Take teacher salary of a university in the central region of China for example, we found that course quantity and research income are the decisive factors of teachers＇ average salary. Performance pay couldn＇t improve teacher salary observably. The reform of university performance assessment has changed from teaching and researching to teachers＇ professional ethics, care about students, guide the students, and so on. Meanwhile, the reform also include improve the course quantity pay, implement stepwise course quantity standards, the reward standard of research followed marketization, achieve teacher performance assessment to diversification, etc.
