Study On The Problems And Countermeasures Of The Implementation Of Incentive Performance Pay In Compulsory Education School

The reform of performance pay system in compulsory education school has beenconducted since January1,2009in China. The larger change is incentive performancepay which should be distributed after performance evaluation according to theperformance--pay plan made by each school, aiming at arousing the enthusiasm, theinitiative and creativity of teachers.The methods of questionnaires and interviews are adopted in the case study toinvestigate the present situation of the implementation of incentive performance payin A county, Jiangxi Province. then analyze the causes and propose solutions.The article is divided into six parts. The first part depicts the background,purpose, significance, the way and methods of this research. Also, it highlights sometheory of performance pay and performance evaluation. In the second part, somepolicies and theories related to incentive performance pay are presented, as well asthe key value of it.The third part illustrating the implementation of incentive performance pay in Acounty in Jiangxi Province, some achievements especially some problems are raisedaccording to the investigation results. The problems are: the standard of incentiveperformance pay is a little low; performance pay plan is not scientific enough; Theimplementation of the performance--pay plan can’t be well carried out and lacksfeedback.The fourth part focuses on the causes of the problems of the implementation ofincentive performance pay in compulsory education school from both theory andpractice, which is helpful for further research. In the fifth part some countermeasuresbased on the further understanding of the problems are put forward, including: toImprove the financial security mechanism and construct reasonable performance payproportion; to enhance the awareness of performance; to perfect incentiveperformance pay evaluation system; to establish efficient supervision system; to usethe evaluation results reasonably and promote the development of school.The sixth part triggers thinking from point to surface. Concerning “How tochange performance evaluation into performance management; How to orientatereasonable standard of merit pay and appropriate distribution ratio; How to perfect thelegal protection and financial security mechanism; How to construct diverseevaluation system of teachers; How to learn from the western management theory andpractice"...