Research On The Implementation Effect Of Performance-related Pay Policy Of Compulsory Education School

Since reform and opening up in China, economic has been rapidly developing, comprehensive national power has progressed at full speed, the people's living standard is improving day by day. But because our country is in the transforming period of social reform and development, rapid economic development features many problems at the same time, among them industry income gap is exactly a very prominent problem. Even though there exists serious unbalanced problem about the wage inter institutional organizations, in the institutional organizations, the wage level of compulsory education teachers is always at the lower levels, this causes teachers' profession without attraction, the result is hindering the development of compulsory education in our country, and is affecting the general improvement of compulsory education teaching quality.In order to improve the compulsory education teachers' wages and benefit level, and promote their social position, attract all kinds of excellent talents long-term and lifelong being a teacher, thus the ultimate aim is to all-round improve out country's level of compulsory education. In December 2008, Ministry of Human Resource and Social Security, Ministry of Finance, Ministry of Education drafted out "Guiding Idea on Carrying Out Performance Pay in Compulsory Education School", after the agreement of the State Council, the official staff in the compulsory education schools of implementing positional performance wage system as the national regulation, carried out performance pay from January 1st,2009, this is the fifth reformation of teachers' salaries in our country.Foreign research about performance-related pay is earlier than our country, it is mainly about investigation and experiment research on the implementation effect of performance pay, our research is primarily about the investigation and performance evaluation study on implementation of merit pay. On the basis of overall and comprehensive analysis on the previous research literature at home and abroad, the dissertation applies wage theories in economics, motivation theories and performance management thoughts in management, and roundly analyzes teachers' wage policy and performance wage policy of our country. The implementation of performance pay policy provides the system guarantees for improving compulsory education teachers' wage and treatment, but because of the problems existing in the policy itself and so on, there still exists the phenomena on evading laws about the compulsory education teachers' salaries.Adopting the ways of questionnaire survey, interview and case analysis and so on, the writer had interviews with many compulsory education schools, provided questionnaires for more than one thousand compulsory education teachers, interviewed forty-eight teachers at the teaching line, six headmasters and two directors of Education Bureau, collected distribution means of performance pay and programs of performance appraisal about twelve compulsory education schools. Used SPSS17.0 and Excel 2003, the questionnaires carried through date entry and analysis, analyzed and collated interviews on teachers, headmasters, and directors of Education Bureau, analyzed detailed rules and regulations of the schools' performance appraisal in detail, found out the existing problems, analysis approach is conducted about the implementation effect of performance pay policy. The researches show that, performance pay has been put into effect in all the compulsory education schools, and can be issued on time; One of the important aims about the implementation of performance pay is exactly to enhance the teachers' salaries and reduce the teachers' wage gap in the same administrative region, studies are revealed that compulsory education teachers'general equal wage and treatment in the same country administrative region has not been realized, teachers' wage and treatment and social status has been improved, but compulsory education teachers' average wage level is still inferior to that of national public servants, this hasn't hit the emphasis on our policies and law that teachers' average wage level is not less than or more than that of local public servants; When methods of performance pay distribution are made in every school, it is fundamental that only the school leading members studied and decided, there is no participation of the most teachers, the teachers have no rights of speech, quantization is given the first place to the performance appraisal, students'scholastic attainment is rather paid attention, and in the process of evaluation,there is only the result evaluation, process assessment is ignored, it is the specialized leading evaluation of the school that examines the teachers one by one as referred to the established performance appraisal methods of the school, no teachers participate in the whole assessment, no participation of the students or students' parents or community, assessment subject is rather single, the teachers' incentive performance pay distribution is not able to be inclined to the teachers' who have excellent achievement and have made prominent contribution according to the policy proposed, this has caused that the incentive performance pay distribution is deficiency of rationalization, and then has led to the problems that the teachers'working enthusiasm hasn't increased obviously.Due to the implementation of the performance pay policy, the phenomenon of compulsory education teachers'wage at the lower level has changed to a certain degree, as the important basis of performance pay distribution, performance assessment is beneath its scientificity and reasonability, at the same time, in the implementation process of performance pay policy, it is short of relevant supervisory mechanism.In the end,it is put forward that the government, schools and teachers must strive together so as to improve the effect of performance pay policy implementation. The government plays well the role of the guider and the supervisor of policies, from the policies and the systems,the government assures that performance pay policy can be put into effect successfully, the aims at the policies and the laws ruled must practically realized that compulsory education teachers'average wage level is no less than or higher than that of the national public servants'. Combining with the scholastic physical truth, the school leaders must worked out scientific and rational performance pay distribution means on the basis of the content of policies, correct understanding the spirit of policies, the teachers'performance assessment must be done from multiple dimensions, meanwhile, process evaluation must be combined with the outcome assessment, subject of evaluation is diversification, performance pay is really attained the aim at stimulating teachers' working enthusiasm, initiative and innovation, and the effect of "more pay for more work, more salaries for more excellent achievement". Teachers should improve their own professional development, have favorable professional quality, owns strong specialized knowledge and skilled professional skills, achieve magnificent professional sentiment and professional personality, turn into expert teachers, in addition, they should hold down their mentality, sanely face and correctly understand the true purpose and practical significance of the implementation of performance pay policy.