Study On The Teacher-performance-pay Reform Of N University

In recent years,the competition among colleges at home and abroad has become increasingly fierce.In order to maintain the development advantage,competition mechanism must be introduced,which can inspire staff enthusiasm for work by different level salary distribution.However,as diversify sources of income,the effective implementation of performance salary must rely on scientific and reasonable income distribution system.At present,performance-related pay is a common wages management for college teachers' salaries,not only to improve the teachers' sense of competition,but also increase the enthusiasm and innovation of their work.But there are some problems,such as,wage structure and distribution are unscientific,highly qualified teacher loss,some teachers neglect their jobs,and put more energy into amateur training.All above problems makes the compensation system must be changed and optimized.In this paper,the background and significance of performance related pay reform is described at first.Then,the research framework and its research methodology are proposed based on current research.Overall,the implementation of performance related pay reform has become a trend in universities.In order to define the shortages for N University,questionnaire method is adopted.The study indicates that,the main performance pay problems existing in the compensation system of N University are inconspicuous incentive,unreasonable and unfair wage structure,unreasonable impact on income distribution of teachers by administrative status,and imperfect performance evaluation mechanism.Regarding the issue above,the reasons could be found according to theories of mechanism,management philosophy,performance pay design,and performance appraisal management.Finally,concrete reform proposals and measures are listed at five aspects in the light of problems in the implementation process of compensation system of N University.There are striving for more government financial investment and policy support,continuously raising the management ideas of university administrators,improving the performance salary system,strengthen the performance appraisal mechanism,and strengthen the institutional support.In detail,attracting high-end talent,upgrading the investment in universities emoluments,supporting school's educational goals and raising the percentage of performance pay in salary design are mainly discussed to improve the performance salary system.On the other hand,evaluation concept,assessment methods,evaluation system and feedback mechanism should be focused in order to strengthen the performance appraisal mechanism.The results might offer some useful references to the reform and implementation of university teachers performance pay.