On The Investigation Of The Effect Of Fujian University Of Technology Performance Payments

With China’s economic and social development and progress, the higher educational cause in China is being rapidly developing and has made great achievements. However, the growing speed of the faculty has lag behind the development of the higher education, which has to some extent affected the quality of talents training of higher education institutions. In the limited resources of teachers and financial conditions, colleges and universities have endeavoured to promote the reform of the teachers’ income distribution system to motivate the enthusiasm and creativity of the teachers so as to meet the demands of the development of the higher education. As performance payment system has been recently implemented in colleges and universities in China, the system is still in the exploratory stage, which lacks for appropriate theoretical guidance and practical experience.Some problems have been detected in the allocation of performance salary in the higher schools that have weakened the expected effect of the performance payment, which include unscientific setting of the post, imperfect performance appraisal system and improper incentive measures. Taking Fujian University of Technology as an empirical case of study, the paper aims to provide some solutions to the guidance and the incentive effects improvement of the performance payment.The concepts definition of salary, performance, performance salary and the performance salary and incentive of university is presented through literature research. Questionnaires and interviews survey has been conducted to investigate the performance salary effect of Fujian University of Technology. The factors that affect the effect of the performance salary are analysed. By drawing experiences from foreign performance salary systems, guidelines to improve the effect of the performance payment systems are advanced. The guideline covers the aspects of setting the posts in a scientific manner and implementing post management schemes; adjusting salary distribution structure and payment strategy in a proper manner; formulating a scientific performance evaluation system and feedback mechanisms of evaluation information; uplifting the teachers’ participation or the participation degree in the salary decision-making; increasing faculty training funds investment to meet the requirements of the teachers and teachers’ development.