China's Primary And Secondary School Teachers' Pay For Performance Implementation Of The Survey Analysis

The goal is to study a representative sample of the province, described the implementation of merit pay based on the results of implementation, quality and teacher satisfaction survey to assess the situation. The core of this paper is to use the author's survey data through the network and the paper questionnaire in the province's 17 municipalities to research the implementation of merit pay for teachers. The conclusions are as the following.First, from the primary point, the implementation of performance pay is analyzed. The macroeconomic statistics shows that teacher salaries have made considerable progress. Although the overall implementation of the present has improved, the real implementation is not optimistic. As to closely relate to the teacher, how to reasonablly allocate the performance pay is the primary problem to be solved. Finally, a number of reasons for regional differences have been analyzed briefly.Second, the study demonstrate that the average coverage and the teachers'income of performance pay has been significantly improved. Descriptive statistics and econometric models have shown that the average monthly income is remarkbly promoted by the implementation of performance pay for teachers. This demonstrate that the distribution of performance in teacher salaries implementation is conducive to promote teacher income.Third, from the teachers perspective, we analyze the performance of teachers satisfying with their status of implementation of the school and the factors affecting their performance evaluation. Overall satisfaction shows the distribution of teacher performance pay satisfaction the worst cases. In addition, the education level of teachers, school type, the attitude of the policy, and school programs during the development of performance pay is to seek the views of ordinary teachers, and other factors are all satisfied with the situation relative impact.Fourth, the effect of implementation of pay for performance is analyzed. Through the data comparison before and after implementation of the policy, the difference method Difference-in-Difference, referred to as DID, also known as quantitative analysis method (Difference-in-Difference) model is used to assess the effect of the policy implementation and the impact on the policy actors (Implementation of the policy impact of policy actors, IPIPA). Finally, by using the grid method in DID estimator, the average value is computed and valided whether it is a significant factor. The result of the substitution, which is 322.55189, shows that the implementation of this policy has increased teachers' income.Finally, the relative improvement of the performance appraisal policy is recommendated. To increase investment and to achieve urban and rural development still has a long way to go. The harmonious development among the school, teachers and students will achieve in the future.