The Investigation Of Shanghai Present Situation Of P.E. Teachers’ Performance Salary Allocation

Our implementation of compulsory school performance pay has been nearly seven years. Practice has proved that the implementation of pay for performance is an important measure to promote the reform of the income distribution system, to further deepen personnel system is to uphold the priority of education development of major initiatives. Implementation of pay for performance, not only according to the law to protect the overall income level of teachers, more critical is performance pay and job responsibilities, job performance, and actual contribution associated conducive to the enthusiasm and creativity to mobilize teachers, help improve teacher education and teaching quality. Shanghai as China’s comprehensive reform pilot area of education, the implementation of pay for performance has a certain orientation. The purpose of this paper is PE teacher satisfaction with performance-related pay to understand the current status of the implementation of the Shanghai PE Teachers pay for performance, and sports teachers’ pay for performance assessment and evaluation aspects of attitude, and Shanghai, the current PE teacher performance pay issues and factors that exist in the implementation of research and analysis, to provide reference for exploring improve performance pay embodiment.Use of paper questionnaires, follow questionnaire design requirements, according to the survey and survey content, to develop two sets of questionnaires. A school is to investigate the implementation of pay for performance of the actual situation, completed by the sports team. Investigation is a sports teacher merit pay and evaluation of the implementation of the attitude of the case, completed by the PE teachers. Through the questionnaire survey, mainly from the embodiment of pay for performance, the attitude of PE teachers and sports teachers’ workload three aspects to learn about the distribution of performance pay, the implementation of the PE teachers merit pay satisfaction and pay for performance in sports teachers influence. Comprehensive survey results, the following results and conclusions:1.Shanghai Sports Teachers in satisfaction with performance-related pay is relatively low, the overall satisfaction rate was only 8.3%. In the area, seniority, there were significant differences in the level of the school and administrative part. Satisfaction in the region as follows: Satisfaction highest PE teachers in Jiading and Putuo, followed by PE teachers Pudong and Songjiang, the lowest satisfaction is PE teachers Hongkou and Yangpu District; satisfaction rate on the seniority of the performance : satisfaction highest seniority 16- Sport teacher for 20 years and 5 years, followed by followed by seniority in more than 20 years, 11--15 years and 5--10 years PE teachers; satisfaction rate performance at the school level: satisfaction highest City focus on high school and district focus on high school, PE teacher primary schools ordinary school, followed by followed by PE teachers high school, primary central school and junior high school; satisfaction in the administrative part as follows: there are PE teachers administrative part-time satisfaction no more than a part-time administrative PE teachers.2. after the implementation of performance pay, teacher salaries did not increase in the subsidy is lower than Yushu Wai super class super class subsidies. Bonus distribution of teachers there is a certain egalitarianism. PE Teachers and the heavy workload, the performance of more hours in school for a long time, the workload is complex, heavy and high and low satisfaction. This is the main reason for PE teachers is difficult to improve the quality of teaching.3.the implementation of pay for performance in Shanghai PE teacher affects performance is not significant. After the implementation of pay for performance, physical education teacher did not actively seek work, to promote teachers to improve classroom teaching and promote the quality is not obvious, performance-related pay to encourage more work and excellent labor effect is not significant.4. on a PE teacher performance pay linked to projects, school and sports teachers’ personal views on certain differences, school parties should respect the views of PE teachers. From both school and personal interests of teachers starting designa truly conducive to promoting the development of PE teachers intrinsic merit pay allocation scheme.