Salary System Research In Vocational Colleges

Higher vocational education, which undertakes the great mission of training high-quality technology applied personnel and intellectual, skilled personnel, is one important component of our country's higher education and also plays a significant role, which cannot be replaced, in modernization and a new approach to industrialization. In recent years, higher vocational education developed rapidly. Most vocational colleges get into the stage of flourishing development. They all built the new campus, improved the studying conditions and stepped into the connotative development in turns。However, the scale developed fast while the quality improved slowly. The crucial problem is the severe lack of teachers, especially their quality and structure. Moreover, there is a large gap between vocational colleges and regular colleges, universities in all aspects, especially the income of teachers, so vocational colleges have little attraction to talented persons, which results in their inferior position in the competition of talented persons. Salary is an important way or measure to attract and encourage talented persons, so vocational colleges must deepen the reform of the salary system and bring the limited resources of the college into best play so that they can attract the outstanding persons, encourage teachers to continuously and actively engage in innovation and promote vocational colleges to develop healthily and rapidly.At present, there is little research into the salary system of vocational colleges in China. In practice, they either copy the salary system used by universities of undergraduate course,or continue to use the original income assignment system. The main problems are as follows:First, egalitarianism is still widely existent, and average income is relatively low. So teachers are not satisfactory about their salary. Second, performance salary occupies a small proportion. The encouragement function of salary is not brought into full play. Third, a scientific and rational performance evaluation system is still not built. Salary does not reflect teachers'contribution and capability. Fourth, the characteristics of vocational colleges and working features of teachers are not reflected. With the deepening of performance salary system reform, vocational colleges should seize the chance, center round the salary system reform, standardize the setting of posts, and built the scientific and rational performance evaluation system so that a new income distribution system will be built, which emphasizes the personal responsibilities, centers round the performance evaluation, relates income with teachers' ability and quality and quantity of their work and realizes that the post decides the salary and the salary changes with the post.Starting from people's economic rationality and demand, this article explores the distribution system within vocational colleges by employing the related theories in management, psychology and salary management and resorting to the experience of colleges both at home and abroad in income distribution system reform. Taking Zibo Technician College as an example, this paper makes an analysis of its allowance distribution method, points out its defects and the aim of reform, and designs a new reform plan of salary system. Several main conclusions on the reform of the system of benefit packages in these academies can be drawn through the study in this passage.They are as follows:(1)The reform on the system of benefit packages in academies of higher professional education should be established according to the current situation of these academies,fully showing such principles:"wages set on posts,wages change with posts changing ",giving priority to efficiency with due consideration to fairness, leaning to the front line of education and teaching;Within the control of total wages for performances,expanding the responsible units' right autonomy in employment and distribution,and thus combine the management and empolyment,combine responsibility,power and interest;Wholly controling and living within one's means,and set up the system of benefit packages aims at encouraging the staff to dig into their work,raising the quality in education and teaching and enhancing the appeal to talented persons.(2) At present,academies of higher professional education should be combined to four points in their reforms on the system of benefit packages.It should be combined to the principle of "wages set on posts,wages change with posts changing";combined to the reform on wages for performances carried out currently;combined to the aims of academies and the current situation of staff; also it should combine results of evaluation,posts and wages for performances together.(3)With the continuously deepening in wage reform and academies'demands,the reform on the system of benefit packages in academies of higher professional education should adjust itself and optimize its structure in time,and it should guarantee the steady growth of staff'benefit packages and unleash the functions of benefit packages constantly and fully.