The Problems And Countermeasures Of Primary And Secondary School Teachers’ Performance Pay

On January 1st 2009, country officially implemented primary and secondary school teacher performance wage system. Based on actual situation, all regions have a performance wage implementation opinions. Primary and secondary schools at various levels have established their own performance salary allocation scheme. Designed to motivate the excellent primary and secondary school teachers, improve the teaching quality of school education and promote the compulsory education balanced development in an all-round way. Performance salary policy for six years, how implement in the case of primary schools?Based on the primary and secondary schools teachers in Dalian as the research object, on the thorough investigation, the teacher merit pay have a lot of problems at present stage. First, the performance salary policy, including teachers understand the performance wage policy are one-sided, performance wage policy deviation in execution. Second, the teacher performance appraisal aspect, including teacher performance appraisal system is not perfect. Third, the performance salary distribution, including assessment content is not comprehensive, improper appraisal method, appraisal result is unfair. Fourth, the effect of performance pay, including tilt to front-line teachers, teacher performance wage income imbalance in different area. “work more, the distribution of the optimal blue-chip rewards” principle has not been fully implemented. These problems influence the effect on the implementation of teacher performance pay, hindered the development of school education teaching.Analysis the exist reasons of these problems mainly include three, the government factors, including the government propaganda does not reach the designated position, performance wage fund input is insufficient. school factors, including the lack of effective leadership mechanism. teacher factors, inkling inadequate understanding of performance wage policy, actively participate in the performance salary reform degree is not high. For the cause of the above analysis, the paper puts forward some strategies to improve the system of primary and secondary school teachers’ performance salary: expanding policy propaganda, perfecting scientific performance appraisal system, enhance the performance salary allocation fairness、transparency, adjust the direction of performance wage distribution, key inclined to first-line teachers, to set up the funds safeguard system, both regional equilibrium, build effective supervision and accountability mechanism and improve the performance salary incentive system.Explore the existing problems in the development of primary and secondary school teachers’ performance pay system, to guarantee teachers’ wage income, safeguard the legitimate rights and interests of teachers, reducing the occurrence of unfairness performance wage policy, give full play to motivate the importance of teachers’ work, but also provide powerful guarantee to promote the development of the harmonious education.