Study On Universities' Performance Related Pay

With the diversification of the financial sources in the universities, especially since the tuition system was carried out, it has been possible for universities to raise teachers' incomes with some from their self-collected funds. Therefore, it is urgent to set up a scientific and reasonable system for performance salary to direct the income distribution, so as to fairly raise teachers' incomes, satisfy the key teachers, and inspire the enthusiasm and creativity of the whole staff.Resorting to a combination of the quantitative research and qualitative research as the research methods and incentive theory as the theoretical framework, through literature review, comprehensive comparison, historical review, and empirical analysis, this thesis starts with a review of the reform of the performance salary in the universities at home, then summarizes the experience and development of teachers' performance salary in oversea universities, and conducts a case study on the reform of the performance salary in N University, in order to find a reform model for the management of university teachers' salary, which is suitable for the characteristics of China's higher education development.In Part two, the thesis first defines such core concepts as salary, performance, performance salary, and performance salary system, then traces back the historical development in the reform of performance salary management in China's universities, and finds that the performance salary system in higher institutions, as an integral part of the government-sponsored institution, develops as the government promotes the reform of its sponsored institutions. Since China's reform and opening up, due to the nation's unified salary system, universities have gradually enhanced their autonomy in salary distribution and now possess the discourse right in salary decision.The findings indicate that there exist two systems of teacher's performance salary management in foreign higher institutions: the civil servant system and the higher institution system for autonomous appointment. Though in various forms, many countries are speculating on the issue of the teachers' performance salary and different reforms have been conducted in some countries. The main trend is the emphasis on the performance and incentive mechanisms in the salary system.Through an analysis of the current performance salary system in N University and t the reform of distribution system by questionnaires and interviews, we obtain a relatively comprehensive knowledge of the performance salary system in N University and the teachers' current income level, proportion of performance salary, income expectations and income acceptability, balance of income and pay, income equity, international competitiveness, opinions and ideas about salary system reform in the future. Based on these, the thesis explores the major problems and causes in performance salary in N university. The causes include the country's basic condition and the university's own development, such as the inappropriate proportion of scientific research and teaching, the large income gap between administration staff and teachers and researcher. Through the analysis above, the thesis concludes with some proposed principles and objectives for the performance salary and some macro problems facing N university.