Issue Compulsory School Teacher Merit Pay And Implement Countermeasures

In December2008, the Guiding Recommendations on Implementing Performance-Based Payment System in Compulsory Education Schools was approved in the41th Standing Conference of the State Council. The recommendations stipulated that the compulsory education schools nationwide practice the performance-based payment system starting from Jan.1,2009. Taking the teachers in compulsory education schools of P area as the research object and the theory of performance-based payment, incentive theory and the doctrine of interpersonal relations as theoretical foundation, by using such research methods as literature review, questionnaire survey, interview and observation, this shows the existing problems in the performance-based payment policy in compulsory education schools of P area and puts forward helpful countermeasures and suggestions in the hope of providing some help for the implementation of performance-based payment policy in compulsory education schools of P area.This research found that performance-based payment system increased the salary of teachers, promoted the balanced allocation of teaching resources within the region, promoted the balanced development of compulsory education, initially established the distribution and incentive mechanisms and pushed forward the effective school management. Some problems also occurred in the implementation process, such as lack of publicity, teachers’ misunderstanding about the policies, which seriously affected the implementation result and even affected the normal education and teaching activities.This paper studies the measures solving the problems in the implementation of performance-based payment policy in compulsory education schools based on the incentive theory and the doctrine of interpersonal relations and finds the effective strategies in terms of standardizing the implementation of performance-based payment policy, improving performance-based salary distribution scheme, boosting the morale of teachers, improving the quality of school masters and their management level as well as improving human resource mechanism.