Based On The Analysis Of The Working Performance Salary Allocation Mode To Explore Middle School

Since21st century, China has deepened its reform on public institutions, with the implementation of pay-for-performance policies in compulsory education schools as the pilot, in order to meet the need of social development. In this context, how to rationalize the salary distribution based on teachers’ performance with modern human resources (HR) management methods is an urgent issue that needs to be studied and solved in order to stimulate their working enthusiasm and the motivation for professional development.The study is based on real practice, taking the Y middle school in Shanghai as the object. Through analyzing the status quo and the deficit of pay-for-performance strategy in Y Middle School, the fundamental problem has been revealed. This study does systematic job analysis on various teacher positions in Y middle school with the methodology of questionnaire survey and interview, and forms job descriptions. According to the job description, the performance appraisal system for Y has been set up in terms of the content, form, appraisal indicators and weights, scoring criteria, evaluation scale and detail strategy to carry out the project, with the help of360-degree Performance Appraisal and Behavior Anchored Rating Scale. The next stage is to figure out the component of pay-for-performance reward and explore the reasonable, scientific and controllable pathway of payment distribution for different teaching positions. With the reference of the real practice in the school, the study finally comes to one salary distribution strategy designed for semester performance appraisal based on comprehensive scales, and the other with fixed total which works for monthly appraisal. These two strategies form the pay-for-performance proposal for awarded payment distribution. As a result, the study proposes a pay-for-performance distribution model for secondary schools with the job analysis as the basis.