| In September 2009,the state council initiated the reform of the performance salary of public institutions.Shanghai S district public kindergarten has implemented the performance salary system since 2013.In recent years,the reform of the public kindergarten in the performance salary system implementation smoothly,kindergarten teachers' work enthusiasm been improved to a certain extent,and level of public services also has a certain improvement,but a lot of kindergarten teachers' perception of pay-for-performance system satisfaction is low.The performance salary system has not played its due incentive function,and has not been the guarantee of the development of public kindergartens.The nineteen Party of the party clearly put forward to "run the preschool education well",the first time the work of preschool education and kindergarten teachers mentioned the unprecedented political height,the preschool education flourished.In this context,the study of the optimization of the performance salary system of public kindergartens so that it can effectively play the incentive role of performance wage,will more effectively mobilize the enthusiasm and enthusiasm of preschool teachers,improve the public welfare level of the public kindergartens,and realize the requirements of the state for the pre school education stage.This is also an inevitable way to improve and protect kindergarten teachers' status,treatment and rights.In addition,based on the theory of incentive and the theory of salary,a more effective performance salary system for public kindergartens can be constructed,which can enrich and improve the study of the salary system of the publickindergarten teachers in China.Therefore,it is of great importance to study the performance pay system in public kindergartens from the perspective of reality and theory.The performance pay system in public kindergartens is essentially a continuous adjustment process of redistribution of interests among relevant stakeholders in kindergartens.In the process of formulation and implementation of the system,we must encounter all kinds of resistance that cannot be ignored and form a predicament.This paper studies the status of the performance wage system in the public kindergartens in the S District of Shanghai city in the formulation,implementation and evaluation of the system.Through the questionnaire and interview,we collect the results of the performance salary system from the micro level to reveal the dilemma of the performance wage system.From the internal and external factors of the performance salary system,the non equilibrium of the performance salary system is pointed out,which is reflected in the insufficient performance of the public kindergarten teachers,the lack of relevant supporting follow-up system and the unreasonable allocation of the reward performance rights.Then from the perspective of the effect of policy implementation,it points out the implementation deviation of the performance wage system,which is reflected in the low level of the main center of the performance wage guarantee of the public kindergartens,the understanding deviation of the performance base and the insufficient performance of the performance wage system.On the basis of this analysis,from the strategic and practical level,it puts forward the countermeasures and suggestions for the optimization of the performance salary system of public kindergartens.First,accelerate the legislative process of the "pre-school education law";second,pay attention to the implementation of the publicity and research before the implementation of the performance salary system;third,improve the performance assessment method of the public kindergarten teachers;fourth,A reasonable distribution system of performance pay for public kindergartens is established.In order to build more effective performance pay system in public kindergartens,we can contribute to improving the public service capacity and quality of preschool education in S district. |
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