High Performance Wage System Of Teacher Incentive Effectiveness Research

Along with education improvement, social advancement and economicalincrement, the existing teacher salary system appears to be increasingly outdated,featured with remarkable negative impacts.First is the lower than average wage level, the teacher’s actual salary is way lessthan that of the government officer’s, which is against the “teacher law”. Moreover,this fact has greatly harmed the teachers’ working enthusiasm. The second is there is adramatic egalitarianism issue in the salary system means no incentive or penaltymechanism has ever been introduced and leads to a result of low-level performance ofthe teacher. At the end of2008, the State Council decided to implement aperformance-based salary regime from the first January,2009. This decision ofimplementing the performance-based salary regime has drawn a society-wide concernand raise series of debates.This implementation of performance-based salary regime isa fundamental innovation in teacher salary system of the compulsory education, andalso an important incentive method to ensure the ‘compulsory education law’ and toprotect the teacher’s welfare. This essay analyses the background of theimplementation of this salary regime and its policies; studies the implementationconditions of this salary regime both domestically and externally. In accordance withincentive theory, to a certain degree, this essay reveals the incentives the salary castsupon teachers are mainly in stabilization and professional aspects, it will as well affectteachers’ working attitude directly. A research on the implementation ofperformance-based salary regime in a middle school in Chongqing demonstrates awholly agreed approval on this regime, however, people holds a different view towardsthe actual implementation. This view is featured with an intensive concern aboutequalityinperformance evaluation within the school. The salary intervals can be perceived as acceptable only within a limited range. Given a beyond-ranged salary interval, the purpose of performance-based salary regime can never be realized, or even deteriorates the sit uation. Based on this understanding, this essay discusses theoretically and realisticallythe effects of the implementation of performance-based salary regime and concludes that the positive side of this regime is it can lessen the salary spread between that of teacher and government officer; thenegative side is the possible inequality and incompetentduring implementation can indeed harm the teacher’s working enthusiasm and consequently reduce efficiency. In allusion to the problems and shortcomings mentioned above,solutions are:First, complete performance evaluation mechanism;Second, consummatedistribution system; Third, build a positive-oriented school atmosphere;Forth, combine economic and non-economic payments, for that of supervisor’s and other compulsoryeducation schools’ reference.