Research On The Exit Mechanism Of University Teachers

University teachers are the precious wealth of a country, as the successor of the heritage of human science and technology, the creator of new knowledge and new culture, they responsible for training special talents, developing scientific and cultural education, carrying out social service functions. They play an extensive role in the construction of China’s socialist material civilization and spiritual civilization, the rise and fall of the nation, has a crucial impact on the progress of society and the process of socialist modernization. In order to further promote the reform of personnel system in universities, promote China’s University Teachers sustained and healthy development, the state has promulgated a series of laws and regulations to safeguard the smooth implementation of the teacher appointment system in Universities. However, in practice, the implementation of appointment system still exist many contradictions, there are many places of operation mechanism needing to be perfect. At present, university teachers in China" to export not free " has become a common problem, it is a bottleneck of the high level teachers’team. As a one of the most important parts in an internal management system, university teachers’exit mechanism played a role can not be ignored, it is a key area to through the bottleneck lies.The exit mechanism of university teachers has undergone the appointment era of administrative membership relations and era of local terms of appointment of administrative management relations. Its improvement is the inevitable requirement of reform of the university personnel system, the urgent need to strengthen the team construction of college teachers, the incentive to promote professional development of teachers, and the key to avoid negative consequences after teachers quit. With the development of the appointment system, the exit mechanism of teachers is in the process of constant exploration and improvement. However, as the current actual situation is concerned, there remains a certain degree of difficulty to realize reasonable exit of the college teachers which is faced with such problems as disorder in flow of teachers, monotonous way of exit, fuzzy criteria of exit and complex procedure of exit. To investigate the reason, there are constraints of the internal and external environment which results in imperfection in the exit mechanism of university teachers. In terms of the internal environment, the host-guest relationship of the exit strategy practiced in colleges and universities is still influenced by the appointment system in the planned economy era. In addition, in internal management system of universities, exit mechanism, together with access mechanism and evaluation mechanism, maintains the effective operation of the whole teacher management system, while the imperfection of the latter constrains the development of the exit mechanism. From the external environment, a comprehensive social security system has not yet been established, a standardized labor market of college teachers has not yet formed, a widely recognized integrity mechanism has not yet been built, which, plus social environment of public opinion, lead to slow development of exit mechanism of university teachers. The "Tenure System" is generally practiced in American and German universities where are terms of office for the academic staff other than professors. In Japanese universities, reasonable exit of university teachers enjoys legal guarantee provided by legislation. The teacher management mode of these colleges and universities of the developed countries have provided excellent experiences and practices for the soundness of exit mechanism in China:a harmonious external environment, robust legal basis, strict promotion system and evaluation mechanism and reasonable exit procedure. Learning from the successful experiences of foreign universities and considering our own national conditions, we can effectively perfect the exit mechanism of university teachers in China through the following channels:coordinate the regional configuration of the college teachers, enhance the standardization construction of the talent market and strengthen public opinion’s scientific guidance on the exit concept of university teachers, to create a social environment of exit mechanism of university teachers; further improve the access mechanism, optimize the evaluation mechanism, establish the integrity mechanism and perfect the guidance mechanisms of re-employment and training to improve the internal management mechanism system of university teachers; widen the exit channels of university teachers and standardize the exit procedure to make up for the defects in the exit mechanism; improve the legal construction and construction of social security system for appointment system of university teachers to perfect the relevant regulations and laws for the exit mechanism of university teachers.