Study On The Theory And Practice Of Teacher Employment System In Colleges And Universities

Position employment system is widely used in the world,which is a kind of management system for teachers' professional level assessment and career development planning.With the expansion of the scale of colleges and universities and the growth of the ranks of teachers,the importance,difficulty and complexity of the teacher employment system becomes increasingly prominent.Therefore,it is of great theoretical and practical significance to make an in-depth,specific and detailed study on the teacher employment system.This paper reviews the past,present situation,problems and trends of the teacher employment system in colleges and universities from the angle of the history.First of all,the author analyzes the relationship between the development of the teacher employment system in colleges and universities and the development of higher education.In the study of the United States,Japan and Germany,this paper focused on the problems and reform of the teacher employment system in colleges and universities.Then,it analyzes the development and the present situation of the teacher employment system in colleges and universities in our country.By comparing the foreign teacher employment system,it proves there is not a standard mode of the teacher employment system in colleges and universities.It reveals advocating and ensuring academic freedom to attract and retain talents is the core of the reform,and development and talent flow is the key to the reform,and classification management,scientific assessment can effectively improve the flexibility and efficiency of the teacher employment system in colleges and universities.Finally,the author takes actual work as a case study,analyzing the policy background,measures and achievements of the teacher employment system reform of A college.It puts forward a series of measures as following:deepening the ideological change for a comprehensive and solid "up and down" concept;combining position employment with a post appointment;further rationalizing the traditional evaluation index;strengthening the "quality" evaluation and feedback of assessment index;promoting the establishment of secondary distribution management system,further promoting the reform of the personnel system and related strategies.