Incentive Purpose And Realistic Predicament Of Performance-related Pay Schemes

The reform of performance-related pay policy in educational system has been implemented for nearly 5 years in China, and the purpose of inspiring the enthusiasm of teachers had produced a certain effect. Howeve|current studies shew that there were still lots of disputes and problems in the policy operating level, and the incentive purpose didn!t get a good result in fairly extent.Previous studies focused on the analysis of the performance salary policy text, found problems and put forward Suggestions; Or through the comparison of domestic and foreign policy, putting forward advice and other direction to the relevant authorities.In fact, study the school performance salary reform effect needed to go into schools or the competent department of education, obtain first-hand real information, explored how all kinds of factors influence each other, and interaction in the micro level. Then the researchers can extract scientific conclusions and effective Suggestions from the personality to common.To obtain this goal, under the premise of fully agreeing with the theoretical basis and necessity of national merit pay policy, this study analyzed several Yibin ordinary high schools performance-related pay schemes, and chose two ordinary high schools as object to comply the performance-related pay implementation status questionnaire. Through the questionnaire survey and interview, the influential factors of effective implementation of performance-related pay schemes were investigated, as well as the performance of the intensive purpose of Performance-related pay schemes(the impact on the teachers’ enthusiasm). We try to find out the problems existing in the concrete implementation process of salary policy and provide reference for realizing incentive purpose of salary policy-- to motivate the teachers! work enthusiasm, for formulating performance-related pay schemes in ordinary high school, and implementation performance wage effectively.The study found that the incentive effect of performance-related pay was not ideal in Yibin city high school. Ordinary high school teachers! work enthusiasm generally ascended after the implementation of performance pay, and those who had a higher wages rising had a higher efficacy rising. To some extent the intensive purpose of Performance-related pay schemes had come true and improve this part of teachers! work enthusiasm. However, the current performance-related pay scheme was still on the exploratory stage, far from mature. Firstly, many factors such as the scheme design had not been scientific and reasonable enough. Secondly, schools hadn!t paid enough attention to communication. Communications after the performance salary policy was not timely, carefully, thoroughly and openly. So that some teachers didn!t understand why countries implement performance salary reform, and even didn!t know school!s related implementation content. Thirdly, school performance wage policy implementation process was not standard, transparent, relevant, lack of subsequent adjustment and improvement for the specific problem.Further analysis also found that factors which affect school performance pay were: firstly, teachers’ demographic variables such as age, seniority, positions, title, and teachers! work pressure, social status, the contradiction of school work and family life. Secondly, the main body of merit pay policy implementation had the "role conflict#, meaning that the school makers, a practitioner of performance-related pay scheme, the main members of supervisors all played the dual role %"policy target group# and "policy implementation main body#. They were both "referee# and "athletes#, affecting incentive purpose hard to achieve in reality. All of these problems influenced the faculty identification of the performance salary reform policies, plans, and hurt some of the staff work enthusiasm seriously. They also influenced the effect of performance-related pay scheme and even deviated from the incentive purpose of national merit pay reform.In view of these problems during the performance pay reform, the study suggested: firstly, it is necessary to establish a relatively stable and relatively scientific model and standards for teachers! performance evaluation, which can truly reflect the value orientation of performance pay and future education development goals. Those model and standards could also reduce the individual impact on the results of the assessment. Secondly, school should improve the representative and public trust of the performance pay management agency and standard evaluation program, carries forward the democracy, perfect the supervision system. Thirdly, school should also fully explain the significance of the performance pay reform and its possible influence on all teachers; fully explain the formulation principle and value orientation of school!s performance-related pay scheme. Fourthly, schools should pay attention to the communication work during the performance-related pay scheme!s formulation, implementation and improvement of process. Schools should collect feedback of the performance-related pay scheme through a variety of channels and depend on which to reduce the possible conflicts; maximize the staffs! understanding, trust, support and cooperation of the national performance-related pay policy as well as schools! performance-related pay scheme. In all, try effort to improve the school performance-related pay system and promote sound and fast development of other education work.From a broader perspective, to improve teachers! working activeness, merely improving the performance-related pay system might not be enough; a wide range of measures from government, community, family and other channels should be taken(such as the establishment of a more fair and reasonable title rating system, providing more learning opportunities, etc.) to provide more recognition, respect and support for teachers! work and career development.