CAJ | 학술논문

我国非在编幼儿园教师人事管理长期存在着基本人事管理不规范、准入和退出标准与机制不完善、晋升和激励通道不畅通、基本待遇无保障等问题,严重影响到幼儿园教师队伍的稳定性并制约幼儿教育整体质量的提升。通过建立“人事代理”模式对非在编幼儿园教师人事关系进行托管,在“委托关系”“聘用关系”“服务关系”“监管关系”“监督关系”等基础上形成一套针对非在编幼儿园教师人事管理的新模式。以此,实现非在编幼儿园教师基本人事管理“有所依”、“准入…退出”有规范、“晋升”渠道得疏通。
아국비재편유인완교사인사관리장기존재착기본인사관리불규범、준입화퇴출표준여궤제불완선、진승화격려통도불창통、기본대우무보장등문제,엄중영향도유인완교사대오적은정성병제약유인교육정체질량적제승。통과건립“인사대리”모식대비재편유인완교사인사관계진행탁관,재“위탁관계”“빙용관계”“복무관계”“감관관계”“감독관계”등기출상형성일투침대비재편유인완교사인사관리적신모식。이차,실현비재편유인완교사기본인사관리“유소의”、“준입…퇴출”유규범、“진승”거도득소통。
For a long time, the personnel management of temporary kindergarten teachers exist series of problems, such as nonstandard basic personnel management, imperfect admittance criterions and exit mechanism, obstructed promotion chan- nel and insecure treatment, which influence the stability and high quality of kindergarten teachers deeply. Therefore, the ＂personnel agency＂ will deposit personnel fairs of temporary kindergarten teachers. This new personnel management model will build up 5 pairs of relations among personnel agency, temporary kindergarten teachers and kindergartens, which in- eludes ＂entrusting relation employment relation service relation regulation relation supervision relation＂. It will benefits to standard temporary kindergarten teachers＇ personnel admittance and exit criterions, form promotion mechanism in order to allocate human resource rationally, and then guarantee temporary kindergarten teachers ＇ rights and interests.