Study On Colleges And Universities Performance-Based Pay Reform Of Zhejiang Provence

Following the2006Institutions organizations performance-based pay reform, in2010, Chinese colleges, universities and other institutions had opened a new performance-based pay reform process. The implementation of performance-based pay system for universities, help to form a sound distribution and incentive mechanisms and human resources management, help to mobilize university teachers working enthusiasm and creativity, help university personnel training, scientific research, social services functions into full play. Simultaneously, performance-based pay reform had a significant and profound impact on salaries of teachers in the original system and pay levels:on the one hand, the implementation of performance-based pay system will make a huge change to original college personnel management system and the pay system, and have a positive role in promoting personnel training of university,faculty team building, research outputs universities and other aspects of sustainable development; on the other hand, performance-based pay system for universities implemented for a short time, exposed many problems and defects, resulting performance implemented hard, and process slow. Therefore, in order to realize the target of universities performance-based pay reform, we need to improve and resolve problems and difficulties gradually in processing of performance-based pay reform.Thus,this paper research status before and after implementing performance-based pay reform of Zhejiang universities, hope to sort out the problems and difficulties of current universities performance reform, and to identify the causes of these problems, propose targeted recommendations, so that universities performance system able to successfully implement and achieve the desired results in promoting the development of universities and also can promoting the development of university teachers, ultimately to achieve win-win of universities and teachers.