Study On Problems And Solutions Of The Reform For Teacher Performance Pay

The reform of our teachers' salary system has achieved great successes, but in reality, there is also some problems haven't been effective solved, such as the wages is low, lack of Security and motivation. At the same time, the change of social and economic environment brought some new problems to the income distribution, these problems also constitute the background of reform for the performance pay system. Therefore, research on the implementation processes of the performance pay policy and the related theory, it is significant to achieve the expected target of reform.The paper mainly introduced from the following aspects:The first chapter:introduction. Clarify research background, research content, research method, research purposes and research meaning on the articles, define the concept of performance, and the study on the history and theory of wage reform.The second chapter, clarify the background of reform for the performance pay system. After the founding of the primary and secondary school teachers' salary system has post grades wages, structure wages and technological grade structure and job performance pay. After reform, the level of the teachers'salary improved, Inspiration of the wage have turned up, promote the institutional of teachers' salary, the state began to try to regulate the teachers' salary from macroscopic. But the teacher is still low wages, lack of the security and motivation, the gap of teachers' salary income is apparent. Some county financial limitations, we should bear responsibility for the implementation of the teachers' salary. Combination of wages, strengthen the regulatory and turned up the inspiration of wages are the direction of the wage reform.The third chapter, analysis the performance pay in the theory. Monetization wages is the basis of the performance pay. The related theory of management conflict the performance pay from the psychological perspective and improve the performance pay theory. Goals, structural and fair are the three basic requirements of performance pay system. Performance pay always have three forms:a performance pay raise, a bonus and encourage plan. Performance pay included targets, indicators, performance evaluation and allocate. Performance evaluation including the target indicators, assessment of the main, the method, the preparation and implementation, and the result of the use. Performance evaluations needs attention and action, including the object on the contrary, shortage or excessive measure quantitative assessment, too dependent on the results, etc.The forth chapter, summarized and analysis the problems of the performance pay policy. Enhance teachers' salary level, narrowing the income gap and increases inspiration of wage are the basic goals of the performance pay reform. The performance assessment content divided into workload, Work or process, work result three part. Object includes the headmaster and teacher and management, the result of the distribution use the way of mandatory. Thesis summarizes the performance pay schemes of the Beijing yanqing, jiangsu yixing, zhejiang, shanghai normal university of foreign languages school. Lack of theoretical basis, objectives vague and the reform lack of security and merit-based system of performance, the letter and the results of that policy on universal problem.The fifth chapter, deals with the problems in the implementation of performance pay. This chapter choose the cases as the study object. From the teaching staff, education facilities and educational management analysis the environmental problems of policy implementation. Inadequate preparation of policies and policy implementation, performance appraisal process rough, content one-sided, the phenomenon of performance pay equal distributions and merit-based fixed wages are prominent. This chapter choose one school as the case, highlights from the evaluation and allocate two sides to observe the whole process.The sixth chapter, against the problems in the implementation of the performance pay policy, then proposed the countermeasures and suggestions. Against the policy background, policies and the problems in its implementation process, performance pay implementation process should be reasonable to reduce the responsibility of the competent department at school. Play the basic Security role of the performance pay, explicit policies for democracy and public institutions, the amplitude of policy should be clear indicators, Management's merit-based performance pay should be explicitly limited, to ensure the possible of the performance pay in policy.