A Research On The Reform Of Performance Wage In Public High Schools In H City

The educational service provided by senior middle schools belongs to the category of public service.The quality of service is directly related to the sustainable development of the people,the nation and even the country.The final quality of public education service is directly determined by whether the senior middle school staff,as professionals providing public education services,can give full play to the value of human resources endowed by their posts.As an important incentive lever,the school's salary system and performance evaluation method have a decisive impact on the performance of the school's human resources.This study conducted a questionnaire survey on the current reform program of performance-related pay in Y middle school,and obtained the real opinions of the school staff on the reform program.On this basis,it also analyzed and summarized the domestic and foreign high school teacher performance reform experience and deficiencies.It is guided by Peter F.Drucker's theory of management by objectives,Marc Holzor's theory of performance management in the public sector and Osborne's theory of government by entrepreneurs,and combined with the statistical analysis of the questionnaire found.The study finds that there are still many problems to be solved in the reform process of performance-based pay in Y middle school,such as the democratic concept of the reform plan is insufficient,the goal of the reform plan is not clear enough,the incentive effect of performance-related salary is limited,the evaluation index pays little attention to the benefit,and the teaching staff is not given enough attention,etc.Further analysis found that these problems are mainly caused by Y middle school ignored the individual needs and subjective initiative in making the plan,lacked advanced theoretical guidance of administrative management,and was obviously influenced by the traditional bureaucratic system.To optimize merit pay reform,efforts should be made in the following aspects: formulating the performance-based salary scheme through democratic procedures,determining the highly agreed working objectives of the faculty and staff,expanding the scope of the performance appraisal of the faculty and staff,providing strong financial support for the performance reform,emphasizing the balance of interests and results-oriented,establishing the internal competition mechanism to maintain the vitality of the school,Setting up the elimination and post transfer mechanism based on the assessment,alleviating the competitive conflict by the mode of group cooperation,and extensively soliciting the opinions of parents and students.Through the research on the reform of performance-based pay in Y middle school,the author aims to make targeted Suggestions for the current reform of performance-based pay to truly become an effective tool to ignite the passion of school teachers and ancillary staff and improve their work efficiency and quality,so as to promote the improvement of the level and quality of education services in China's high schools.