Optimization Of The Salary System For Teachers In SD University

International competition in modern days always comes down to the competition of a country’s overall strength, especially the competition of science and technology, the core technology in particular. To some extent, the power of science and technology plays a decisive role in changing the balance of world politic and economic dynamics, thus deciding the fortune and future of a country or a nation. "Human beings are the key to scientific and technological innovation, while the competition of science and technology is actually the competition of talents", said General Secretary Xi Jinping. Development driven by innovation has been elevated to a national core strategy, therefore, higher education institutions, as an important cradle for cultivating innovative talents and successors of the cause of great renewal of Chinese nation, are playing an increasingly important role in the society. Teachers are the soul of these institutions. They, with their constant dedication and effort, have made enormous contribution to cultivating scientific talents and advancing China’s modern education. Salary incentives, because of their unique guiding role and functions, have certain influence over the quality and competence of teachers. Many colleges and universities, however, are focusing only on the number of students, scale of the institution and expansion of hardware, instead of paying attention to the professional training and constant incentives of teachers. The faculty may feel that their diligent efforts to the education undertaking are not duly compensated, and their income could not reflect their personal values. This may undermine the enthusiasm and innovation of the teachers. The current salary system is still far from perfection or maturity. There are various problems during implementation. For instance, the unsatisfactory salary composition, comparatively low income, the unfair post subsidies, the gap between the rich and the poor, the brain drain, tax planning for individual income tax, and the allocation of performance pay. Therefore, it is of great significance to analyze and improve the salary system of teachers of higher education institutions and put in place a comprehensive and efficient salary system.This paper,by searching relevant domestic and foreign professional and academic publications, and on the basis of current salary theoretical studies in China, draws on the advanced experience of overseas higher education institutions, conducts analysis of the salary incentives of teachers through the methods of questionnaires and interviews, evaluate the salary allocation and management of SD University, explore the problems of the current salary system, analyze the cause to these problems, and put forward suggestions on establishing a reasonable salary system, especially on how to improve the salary incentives in SD University and conduct salary management effectively, in a bid to motivate the teachers, improve education quality, and enhance the core competitiveness of the universities.