| Talent is the comerstone of the thriving prosperity of our country, while the fostering of talent depends on education and the development of education depends on teachers. To arouse the faculty's enthusiasm and creativity by establishing a reasonable and effective compensation system is a critical problem to be solved in colleges and universities. This paper tends to focus on teachers' compensation system and carry out research on how to further deepen the reform of compensation management and establish compensation system in colleges and universities based on present wage system by linking up closely with the public institutions' reform plans of income distribution system in 2006 and the practice in reform of interior allowance system for the post in recent years.The writing first reviews the history and development of colleges and universities' wage system since the founding of our People's Republic, from the supply system at the initial stage of our country to the grading system and the duty-centered wage system later on. The characteristics of each period are also covered in this part, in which the grading allowance system for the post introduced in 1993 is much emphasized. This system helps to keep the government organizations and the wage system in public institutions apart and establish an evaluation-contacted wage growth mechanism, under which the distribution efficiency is improved. With the following two documents as guidance: Suggestions on Deepening the Present Reform of Distribution System for Personnel within Colleges and Universities and Suggestions on Implementation of Deepening the Reform of Distribution System for Personnel within Colleges and Universities, Peking University and Tsinghua University took the lead in carrying out the reform of interior-allowance-system-centered distribution system for personnel in 1999, thus bringing forward a revolution in compensation system within the Ivory Tower----colleges and universities. Definite theoretical guidance, demonstration of famous universities and interior necessities are jointly promoting colleges and universities' reform of distribution system. Most colleges and universities adopt allowance system for the post, which results in breaking with the income distribution mode of planned economy carried out in colleges and universities for scores of years and bringing about a system innovation. National Conference on Talent Recruitment, held in 2003, provides a cogent theoretical guidance for another round of reform in distribution system for personnel in colleges and universities, among which many are perfecting and adjusting the allowance distribution plan on the basis of summing up their experience, investigating and researching seriously. Colleges and universities' reform of allowance system for personnel is stepping into a new stage. In recent years, different college and university have established their own types of allowance system for the post by exploring with great boldness in practice and summing up their experience. Three main types can be summarized as follows: the grading allowance system for the post; the achievement-centered allowance system for the post; the co-existed basic allowance and achievement-centered allowance system for the post. The reform of allowance system for the post within colleges and universities is carried out in exploration and practice of confirming different allowance levels for the post, forms of granting, distribution ways and principles of regulation and others. The talents-of-higher-education-inclined and key-post-inclined incentive distribution system has been established gradually, in which achievement and contribution are emphasized. Much effect has been achieved in how to deal with income distribution relationships among various kinds of staff members and how to attract talents and arouse teachers' enthusiasm. Practice proves that interior allowance system for the post is an important supplement to state wage system, playing an important role in attracting talents. But many problems Still exist in the following aspects: lack of exterior competitiveness and teachers' low income make it difficult to attract talents of higher education to colleges and universities; lack of interior fairness; incomplete performance evaluation system; unscientific principles and methods for performance evaluation; eagerness for quick success and instant benefit and so on.With the implementation of income distribution system in public institutions in 2006, a new round of income distribution system reform will be started in a full-scale in colleges and universities, offering them an opportunity to solve the problems existing in income distribution system. The establishment of wage system for the post and performance wage system should exert a great influence on present wage system and allowance system for the post within colleges and universities. According to present wage system for the post and performance compensation system, all staff members' salary consists of the following four parts: post wage; wage for the title of technical post and length of service; performance evaluation wage and allowance wage. This reform of income distribution system embodies characteristics of public institutions and establishes a grading management system, perfecting the incentive distribution system related to talents of higher education.Up till now, colleges and universities' income distribution system has completed the reform of wage for the post and wage for the title of technical post and length of service as planned. Deepening the reform of colleges and universities' compensation system under the present wage system, the following two tasks should be completed: on one hand, the concrete implementation plan of performance wage distribution should be worked out based on summing up comprehensively the experience in the reform of allowance system for the post; on the other hand, the scientific setting of posts, the post employment and the all-round implementation of employment system should be fulfilled under the guidance of state policy. The objective of reform is to gradually realize the transformation of wage system from dual model to mono model, to continuously increase the validity, the exterior competitiveness, the interior fairness, the incentive objectiveness and the performance evaluation of compensation in colleges and universities.The performance distribution wage should be based on performance evaluation, which links up with the post management. Therefore, the promotion of engagement system and the reform on post management system are imperative under the situation. Only established on the foundation of insisting on the following four policies, namely, setting positions in conformity to demands, selecting employers in competition, engaging personnel in their posts, and carrying out management by compacts, that the objective of distributing salary by posts and the changing salary for changes in posts can be truly realized. The objective of the reform on employment system is rather clear yet there might be a good many contradiction and problems as far as the groundwork----the setting of posts----is concerned. These may involve: the conflict between past regulations and current standards; the unbalance of several posts for one job; the intensified problem of inconsistent number of posts and the actual number of personnel; the contradiction between rationality of echelons construction and the actual situation and the best expectations. The pressure of reform allows no ignorance and the course of reform should only advance gradually. Under the guidance of the reform of income distribution system for personnel in Chinese public institutions, we should associate with the experience of the reform of university position allowance system, give prominence to the strategic lead of compensation system, combine exterior salary with interior salary and current distribution with postponed, distribution together, carry out the all-around compensation strategy, explore to establish and improve the justified and effective compensation system with colleges and universities' characteristics. It contains great significance towards the advance of reform and development for colleges and universities. |
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