The Problems And Countermeasures In Implementation Of Teacher Performance Pay

Education is to last for generations. It is the foundation of our country, in the numerous factors affecting education, the teacher is one of the most important factors, teachers’ devotion to the cause of education or not is the premise of education. The study found, the teacher’s occupation values have an important effect on their work enthusiasm and occupation stability. From the occupation selection and remuneration for work, whether teachers can meet their achievement motivation is their important value orientation, but with the diversification of social value orientation, teachers are also paying increased attention to their own social rewards for work, teachers expect to obtain the corresponding reward and welfare. In recent years, the education system has been losing a large number of talents and experienced teachers who go for a well-paid job, which can reflect the characteristics.Based on the current situation, the State Council executive meeting decided the implementation of performance pay in compulsory education schools from January 1, 2009, to ensure that the average wage level of compulsory education teachers is not less than the average wage level of local civil servants. It is five years since the implementation of performance pay, during which time, there are some problems appear in the implementation process, they have become the focus of teachers and scholars, whether the implementation of performance pay can really play the role of incentives? Are there some defects of the content and standard evaluation? Whether the weight and height of the setting is reasonable? Studying these problems has certain reference value for continuing the implementation of performance pay and working out better performance pay policy, it also can be a guidance on the teachers’ professional development and inspiration.In this paper, the author takes a senior high school in Panzhihua city as the research object, based on Maslow’s hierarchy of needs theory, Herzberg’s two factor theory, Forum’s expectation theory and equity theory of Adams as the basis, uses the method which combined the theoretical literature with empirical questionnaire. Learn from foreign experience of teacher performance pay reform, aiming at the problems in the implementation process of teacher performance wage in China, and put forward strategies and methods of improvement for the superior competent department and the school for reference to improve the implementation of performance pay.This paper is divided into four parts: the first part introduces the research background and research significance, the theoretical basis of the research, summary of related research, core concepts, research methods and research ideas. The second part introduces briefly the implementation of teacher performance pay, then the third part are through questionnaires and interviews, introduce the implementation and the effect of the performance pay reform of middle school teachers in Panzhihua, analyzing the reason why the effectiveness of teacher performance pay reform is not high. And The fourth part, the author aims at the problems found in the survey,putting forward the optimization of teacher performance pay reform proposals from three aspects of the government, schools and teachers.