The Research On Performance-based Pay System Reform Of Teacher In Sichuan SF University

Performance-based pay system reform is vehemently developing at primary and secondary schools of entire country, it is a hot issue that pay system reform of the university, and performance-based pay system reform of university is becoming the most hot focus nowdays,this reform will sweep into every domestic university. SO it will be theoretical and actual significance that deeply research on this problem by summing up both the experience and gain, exploring the innovation of modern theory of distribution points and trends, attempting to colleges and universities a new performance-based pay system design.This paper is intended to Sichuan SF University, a microcosm of China’s colleges and universities, combination of the current practice of distribution system in Sichuan SF University, and using case study method in order to identifying the current distribution system problems of this school, revealing its distribution system of pay incentives on the drawbacks. And then, the design of a meaningful exploration will be born form using of educational management theory, pay theory, motivation theories; learning from the pay structure of modern enterprise in the new theories, new thinking, and new methods.This paper first proposed the current distribution system reform of domestic colleges and universities and its emergence of some confusion, summarized the latest developments about performance-based pay reform study in colleges and universities at home and abroad in recent years, and then found out the common things:focus and difficulty of reform, reform bottlenecks, reform means a number of attempts. The second chapter discussed the major discussion of the corresponding theory about the system reform of China’s colleges and universities pay, systematically carded university teachers in China History of the remuneration system, highlighted China’s college teachers pay reforms and the status of the main distribution model used by colleges and universities. Chapter three of this article began to cut into the case study sample of school reform background, salary architecture, and the current salary levels, to make a brief description. In order to provide a reliable basis for the study of this article, the third chapter focused on the earnings of teachers to conduct investigation and analysis, understand the current level of income, income composition, income expectations and acceptable levels of income and pay a matching balance, income equity, external competitiveness, performance, performance evaluation and pay reform for the future of ideas and views as to, explored the design of both employers and employees pay, the relationship between internal and external environment, found out the outstanding problems existing in the current performance-based pay system of Sichuan SF university. After the first three chapters of the study, the four chapter was to examine the results. For outstanding problems in the design of the current performance-based pay, this chapter proposed a set of performance-based pay design, and gave the basic design framework and calculation method, and specified the implementation of safeguards during the corresponding.