Research On The Allocation Of Teacher Performance Pain Comulsor Education School

According to the "Guidance on the implementation of performance pay incompulsory education school”， the performance pay system has beenimplemented in compulsory education school since1st, January,2009. At thesame time, Education departments in different places have promulgated theimplementation suggestions of performance pay; compulsory education schoolshave also formulated the assessment and allocated schemes of performance pay.How to allocate the performance pay reasonably to inspire the teachers’enthusiasm at work and positive role on professional development, which are theproblem to study and solve for compulsory education school and the point to bediscussed in this paper.The allocation of teacher performance pay in Jiangsu province is studied inthis paper basing on literature method, survey method and the comparisonmethod, which is used to analysize the current policy of teacher’s performancepay and the teacher’s performance appraisal and the scheme of pay allocated,describe the procedure embodied gradually of the policy implementation ofteacher’s performance pay, sort the concent of school’s distribution scheme aboutseven aspects: teacher’s ethics, attendance, class work, teaching and researchactivities, teaching workload, administration and teaching efficiency. We candraw the following conclusions through the analysis of teacher’s income,enthusiasm, satisfaction and related attitude orientation: teachers’ pay level isimproved to some extent with performance pay in compulsory education school;the performance pay reform would be supported by teachers on the whole; theincentive effect of performance pay on the teacher’s teaching behavior is general;the method of performance evaluation tends to be quantified; performanceappraisal period tends to one time a semester; the democracy of performance payprograms is general, the degree of satisfaction is not high, and the sense offairness is low, etc. Based on the investigations and analysises above, the problems aresummarized: the target of teacher performance pay policy is relatively vague andbroad; the shared responsibility of policy is unreasonable, and the degree ofdemocratization in policy-making is not high; the incentive effects of policyimplementation are general; teachers involved in the design and development ofperformance evaluation and allocation program are low; the guiding role ofprogram content to teacher’s behaviors has a certain bias; the distribution ofteacher incentive pay for performance is unfair to some extent; the programs alsoare in lack of appropriate feedback on the results and communicationmechanisms.According to the problem above, from the perspective of the formulation andimplementation of policies and programs，this thesis puts forward somesuggestions and countermeasures to improve teacher performance pay allocatedin compulsory education school. For instance: the policy aboutperformance-based pay system for teachers have yet to be detailed; thepolicymaking process is improved in the democracy and the supervisionmechanism in implement is strengthen; the Teacher’s Congress role in programformulation is shown fully to improve teachers’ participation; elements ofprogram is designed scientifically, rationally, equitably; and the implementationof policy is emphasized etc.