Research On The Problems And Countermeasures Of The Implementation Of Compulsory Education Teachers’ Performance Pay In Fuzhou City

Since the State Council issued the Guidance about Implementation of Performance Pay in Compulsory Education at the end of 2008, reform on compulsory education teachers’ performance pay has caused great attention from all walks of life. However, the results are not as satisfactory as we expected during the implementation. How to carry out an effective performance pay system and stimulate teachers’enthusiasm and initiative is an important topic that we are confronting with.This paper is based on the spotlight of society, that is the implementation of primary and middle school teachers’performance pay, and compulsory education teachers in Fuzhou urban area have been selected for the survey, combining with human capital theory, stimulation theory and etc., this article adopts methods of questionnaire, structure interview, case analysis and etc., so as to make a deep and targeted research. Through analysis of research data, problems in the implementation of compulsory education teachers’ performance pay in Fuzhou urban area have been found as follows:teachers have incorrect recognition of performance pay system, low satisfactory of the reward mechanism, fairness of performance evaluation has been questioned, and poor outcome of performance pay’s incentive mechanism. At last, this paper brings up six suggestions on how to improve compulsory education teachers’ performance pay system to these problems from the point of public policy:Firstly, pay great attention to publicity and education, continuously improve teachers’ recognition. Secondly, perfect allocation plan of performance pay, so as to provide scientific basis for the implementation of performance pay. Thirdly, performance pay evaluation system needs to be completed so as to increase teachers’ satisfactory. Fourthly, improve school leadership’s management level, and realize effective performance management. Fifthly, optimize legal environment, enhance guidance and supervision over the reform of teachers’ performance pay system. Sixthly, expand financial input, to ensure teachers’ performance pay is timely and fully funded.