Problems And Countermeasures Of The Implementation Of Performance-based Pay System For Teachers Working In Compulsory Education School

From 2009,our country started the full implementation of teacher’s performa nce pay policy in compulsory schools, in order to further motivate the teacher’s w ork and promote the overall development of compulsory education. Elementary ed ucation,the foundation of the whole education system, directly affects the overall quality of education. Thus, the reform progress of primary school teacher’s perfor mance pay has received widespread attention. Over the years, the reform has mad e obvious headway, the enthusiasm and creativity of primary school teachers have been partly motivated,and the quality and standard of elementary education has al so resulted in a marked improvement. At the same time, the limitations of policy f ormulation and implementation have gradually appeared and the result of reform policy has been inadequate. As a result,a system of scientific,reasonable,just and f air performance pay policy has not been completely established and the safeguard mechanism of primary school’s healthy development has not been sound. Therefo re,it has become an important and urgent issue to fully understand the current situ ation of primary school teacher’s performance pay system,verify existing problem s and causes,take example by extraterritorial beneficial experience,and further perf ect the system.Thesis is divided into five parts.Chapter one, Introduction. This part is on the base of the reflection on teache r’s performance pay policy,discussing the necessity and urgency of researching thi s topic. It will analyze the research achievements of performance pay system and expound core concept and research method,which establishes reliable research bas is for this research.Chapter two, Performance pay system and teacher’s performance pay policy i n our country. This part elaborates the theoretical foundation of performance pay s ystem on economics and management. And it also expounds the historical develo pment of teacher pay system in our country and basic contents of teacher’s perfor mance pay system.Chapter three, The current situation of implementation of primary school tea cher’s performance pay system. This part, taking partial primary school in Jiangga n District,Hangzhou city as an example,utilizes questionnaire and interview metho d to investigate and interview the situation of the system fully and deeply. And it u ses regression analysis method to give an analysis and summary of investigation si tuation,which clearly discourses the realistic situation of it.Chapter four, The problems and causes of primary school teacher’s performa nce pay system. According to study found that although the primary school teache r’s performance pay policy has got remarkable advances after many years of its im plement,it’s also increasing exposed with problems. And these problems are mainl y from lacking standardization of evaluation criterion on policy implement,difficu lty in quantify performance assessment,policy response’s ineffective,lacking conse nsus policy cognition,failure to preparing policy implementation,and obvious insu fficient of resource investment.Chapter five, The countermeasures to perfect primary school teacher’s perfor mance pay system. As the later-comers for implementing performance pay system,we should fully take example by extraterritorial beneficial experience of other cou ntries on the implementation of the system,with the close ties to our basic educatio n situation. We should also focus on building a primary school teacher’s performa nce pay system that conforms to education and teaching and the rules of teacher’s growth and is sound-system,standard and scientific. Therefore, it is necessary to st rictly follow the basic principle of performance pay system,strengthen the legal pr otection and financial support, actively enhance teachers’ subject consciousness an d administrators’ role awareness, quickly improve the pricing mechanism of teach ers’ salaries,establish and perfect the assessment mechanism of performance evalu ation,and try to form rigorous system of performance distribution and supervision-feedback.