On Faculty Allowance System In The Colleges And Universities Of China

As a supplement to salary, allowance appeared before the first reform of national salary system. In the 40 years development, even though the types of allowance are increasing, but its amount was small and the number of people could get allowance was small. So it always be ignored by people. At the third reform of national salary system, for mobilizing the enthusiasm of institution staff, allowance proportion to salary improved from small to 30%.But due to the inertia of history, the allowance that be distributed as performance fixed as "state salary".Colleges and universities are full funding institutions, they always perform salary system. So, teachers' salary not only has no external competitiveness, but also lack internal incentive. To the 90s last century, the loss of college teachers was very serious, and full-time teachers' academic structure was low. So teacher development was difficult. In 1999, the implementation of the strategy of promoting country through science and education, the change of personnel market both at home and abroad, the reform of internal management institution of colleges and universities, "985" project construction and strengthening of the fund-raising capacity of colleges and universities, Peking University and Tsinghua University independently designed and implemented their allowance systems. Subsequently, other colleges and universities designed their various forms internal allowance systems according their reality, that is, position allowance system, performance allowance system and position performance allowance system.As the most knowledge and highest quality professional group, university teacher' labor needs freedom and is not easy to be quantified. Therefore, the theory of "distribution according to work" is not complete suitable to them. And the theory of "distribution according to element" is more applicable to teachers. Internal allowance systems embody this distribution principle. It distributes according to teacher' knowledge, so it not only improves teacher' income, but also reflects fairness. Therefore, after the implementing of internal allowance system, the attractiveness of academic profession immediately has been enhancing. A large number of talented people join the university, and they complement and optimize teacher team. At the same time, teachers release their enthusiasm and potential for academic profession and greatly enhance the academic productivity. However, far from a panacea, it guides teachers to error direction when it gives teachers chance to increase their income through their efforts. For thousands years, influenced by Confucian thought, China had been respecting moral very much. As teaching ethics people, teachers have been creating moral incarnation and ethical example. But, "academic for moral" let them fall into poor. Internal allowance system strips the dress of poor and poverty, and recognizes the survival value of academic profession to teachers. But, "academic for survival" let them compete in classes, not do creative researches, compete for executives, reduce co-operation when they pursue profit. For more allowance, they are busy all day and feel tired. The freedom of material let them lose the freedom of spirit. Human civilization is the product of thought, and thought can be inspired under the free state. As the founder of human civilization, colleges and universities teachers should see academic as vocation, free think through leisure curiosity, and live lonely. Only in this way, they can create a new mankind civilization.As colleges and universities independently design and implement, after the initial "cross the river by feeling the stone", how to perfect the internal allowance systems in order to achieve their value, this is a problem that theorists and managers must think. There are following measures in favor of the sustainable development of internal allowance systems. That is, not only access to external resource support-increase funding for colleges and universities and formulating policy of improve teacher' salary, but also every colleges and universities must do these things-choose their own internal modes according to their development strategy and financial situation, reduce allowance proportion at the premise of country increasing teacher' salary, continue the gap of allowance to embody fairness, set up reasonable evaluation system.