An Investigation Of The Present Status Of Implementing Teachers’ Performance Pay In Rural Compulsory Education

The first part, the survey information about rural teacher pay for performance comesfrom A county is entered SPSS17.0. I used many statistical methods, namely the descriptivestatistical analysis, mean comparison, a single sample T-test, the status of the independentsamples T-test and variance analysis That is, I want to realize the present situation ofimplementing teacher’s pay for performance in rural compulsory education, includingteachers’ cognition, support, satisfaction and the status of the degree of teachers’ participationin teacher’s performance management.The second part, through the interview survey and data support for the second chapter, Ihave explored the problems in the process of implementing teacher’s pay for performance inrural compulsory education: lacking of adequate understanding of rural teachers’ pay forperformance system; with no high support for rural teachers’ pay for performance; so lowsatisfaction on the rural teachers performance salary; extremely low participate inperformance management; the poor incentive effects on rural teachers’ pay for performance.The third part, There are many reasons for the obstacles which is the blocks of teachers’performance pay system effectiveness First of all, lacking the performance culture for theschool to carry out performance salary system, namely material culture, system culture andspirit culture. Secondly, the asymmetric information in the process of effective supervisionsystem: lacking of performance salary system, the poor executive force, the difficult todistinguish between teachers’ quality assessment, the deceit phenomenon during performanceassessment. Once again, the performance wage system itself would be congenitally deficient:the weak material incentive is more lack of power, neglecting the particularity of teacheroccupation, lacking of teacher performance assessment technique. In addition, the schoolimplementation of performance salary in the interior of teachers’ performance managementsystem is not perfect: single performance appraisal makers, lacking of reasonable teacherperformance appraisal standard, the supremacy of teachers’ performance appraisal program.The fourth part, in view of the problems in the implementation of teacher performancepay and the reasons, I try to put forward some suggestions for implement ting teacherperformance pay system in rural compulsory education: strengthening the propaganda andforming of performance salary culture; constructing reasonable performance appraisalstandards; expanding the teachers’ participation in the performance salary management; improving the safeguard system of teachers’ performance salary funds; constructing thesupervision system. of teachers’ performance wage.