Research On Teacher Performance Pay System In Primary And Secondary Schools In Tongling City

Teacher performance evaluation is an important measure to strengthen the construction of teachers, can contribute to the improvement of the overall quality of teachers, is an important part of compulsory school management. Must rely on the powerful teachers at this stage of the development of education, to improve primary and secondary school teachers’wages, stability teachers from teaching for a long time it becomes particularly important to attract more talents. Implementation of primary and secondary school teachers’pay for performance, First, to optimize the allocation of resources of teachers, to promote the balanced development of education; Second, to protect and improve the existing level of teachers’salaries, improve the status of teachers, to stimulate enthusiasm for the work of teachers, and more conducive to the construction of a high-the quality of teachers, and to promote the raising the level of education and teaching. Again, help to strengthen the management of teachers in schools. Finally, raise the level of teachers, for students to bring a higher quality of teaching, which is conducive to the cultivation of talents.In December2008, the State Council executive meeting examined and adopted the "compulsory education schools guidance in the implementation of pay for performance", Human Resources and Social Security, Ministry of Finance, the Ministry of Education for the implementation of compulsory education nationwide teacher performance pay policymeetings and joint deployment,"on good compulsory education schools, performance appraisal guidance issued by the Ministry of Education, to this point, from January1,2009, the full implementation of compulsory education teachers pay for performance system."Opinions" issued throughout all levels of government, the education sector attaches great importance to have combined with the actual situation of the local, have been put forward ideas and approaches of the region on the implementation of the primary and secondary school teachers pay for performance. Teachers pay for performance is divided into two parts, which70%of the total pay for performance as the basis for pay for performance, including post allowance and local subsidies in two parts by the county government, finance, personnel and other departments in accordance with the level of local economic development monthly into the teachers’personal wages card, and this part have been basically fulfilled. Incentive pay for performance accounted for30%of each primary and secondary school teachers’workload, work performance and teaching achievements own allocation, in accordance with the schools to develop rules approach. Implementation around the front-line teachers, key teachers and remote rural areas poor teachers have done the appropriate policy tilt, and to ensure that the primary and secondary school teachers, the average wage level not less than the average wage level of local civil servants.This study contains a literature studies, research studies, case studies. The study is divided into five major parts. The first part introduces the purpose and significance of research teacher performance pay, at Home and Abroad and research methods and ideas. The second part describes the background of the implementation of China’s primary and secondary school teachers pay for performance, the history of its necessity, primary and secondary school teachers wage system, has gone through five stages:the supply system and the wage system coexistence system, job classification wages system structure based wage system job wages, duties (technical) grade wage system and pay for performance system. The initial results achieved after the implementation of the various areas of teacher performance pay and pay for performance. The third part selected Tongling City, a school as a research object, through the cancel key schools and balanced allocation of resources, such as school construction measures the city since2006, has been the basic realization of urban balanced development of compulsory primary and secondary school teachers’ performance appraisal based on also made quite a significant achievement. Therefore, the school selected instance surveys, analysis of the achievements of the school teacher performance assessment indicators and assessment. Part IV mainly through specific analysis of Tongling City, a school, there are still some problems, such as the choice of the main issues of performance evaluation, the evaluation set too many defects, and assessment reflects the incentive evaluation found that the implementation of teacher performance pay The evaluation results are not valid use. And analyze the reasons for these problems, did not establish a correct concept of performance evaluation, the lack of a full evaluation of the preparatory work, the evaluation feedback oversight mechanisms are inadequate. The fifth part in Tongling City teacher performance appraisal on the basis of the existence of the problem, come out of the primary and secondary school teachers across the country pay for performance problems, this raised the problem-solving countermeasures, including the implementation of laws, policies, and increase financial support; establish a correct concept of performance appraisal; performance appraisal system to build a scientific and reasonable; performance evaluation of the use of scientific method; strengthen the construction of feedback on teacher performance evaluation and supervision system.