| The Employment- Appointment system is the core of personal system reform in colleges and universities. We have made some progress, but we are still on the exploring stage and there is a lot to do to perfect the system. Thus it is significant to study the current situation and the problems and find out the corresponding measures to improve the system.On the basis of reviewing the historical development of the Employment-Appointment system and relevant theories by the methodology of literature review, this paper used the in-depth interview methodology to interview three kinds of personnel from five reprehensive colleges and universities in Shanghai to have a systemic study of the current situation of the system from the perspectives of posts establishment, recruitment mechanism, appraisal system and withdrawal system. The main points of this paper are what about the current situation of the posts establishment, the recruitment mechanism, the appraisal system and the withdrawal system of the Employment-Appointment system, what kind of measures we should take to improve the system and then this paper tries to give a general picture of the current situation of the system in the hope of offering theoretical basis for the reform.In the process of study, we find that there are still a lot of problems in the system in spite of the progress we have made. With regard to posts establishment, colleges and universities gradually stick to the principle of setting up posts according to need of the development of the schools and disciplines, but there is still the phenomenon of setting up posts to meet individual need. As for the recruitment mechanism, open employment has been adopted, but some recruitment procedures are not open, selection right is also obscure and some colleges and universities are lack of academic organization participation and even the "inbreeding" phenomenon is still present. The appraisal system gradually becomes standard and institutionalized, but the frequency is not scientific, more emphasis is put on research work and quantity but not teaching, teachers' ethics and quality and there is no classified appraisal, so the appraisal result is irrelevant to the system. Due to the affect of the traditions of planned economy, colleges and universities are lack of withdrawal system and they can not fire the unqualified teachers, so in a real sense, teachers have a life-long career.On the basis of analysis, the paper proposes measures to improve the system, i.e.with regard to posts establishment, colleges and universities should stick to theprinciple of setting up post according to needs and putting emphasis on posts insteadof identity and focus on the discipline construction and integral developmentaccording to the their own features to set up posts of different levels scientifically andreasonably; as for the recruitment mechanism, colleges and universities must adoptthe method of open recruitment and clarify the qualifications of the teachers andentitle selection right to academic organization and do away with the practice ofmaking undergraduate remain at colleges and universities after graduation as a facultymember; for the appraisal system, colleges and universities should set up performanceassessment criteria, pay attention to the frequency and specific direction of theappraisal and integrate key appraisal with comprehensive appraisal, quantitativeappraisal with qualitative appraisal and make reasonable use of the results of theappraisal; and as for the withdrawal system, colleges and universities much stick tothe principle of sessional appointment and life-long appointment, so colleges anduniversities should make clear different teachers' working periods and deal withteachers according to the contract and end contract with the unqualified teachers whileat the same time help the teachers who was fired. And as for other measures, thegovernment should perfect relevant laws, regulations and policy, improve themechanism of personnel flow and improve social security system.
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