Study On Teacher Incentive Mechanism Of CS College Of Civil Affairs

In view of the high loss rate of private teachers,the poor stability of the ranks,teachers' enthusiasm for professional development,poor autonomy and other issues,this paper aims to promote the construction of private university teachers and existing problems to solve the practical program as a research direction.The Law on the Promotion of Private Education stresses in particular that teachers enjoy the same rights as staff and staff of public schools in terms of teaching age and length of service calculation,professional training,job appointment,commendation and reward,and social activities,and provides security for the identity of private teachers in terms of system and law.However,it still needs a long period of practice to perfect the teacher's real identity.Based on the nature of private colleges and universities,CS colleges also have problems of high loss rate of teachers,poor stability of teachers,lack of sense of belonging of teachers,stability and improvement of teaching quality.With the support of laws and policies constantly issued by the state,it is particularly important and urgent for private colleges and universities to start with the construction of internal management system,establish teacher incentive mechanism,so as to stabilize the teaching staff,absorb and train outstanding teachers,and ensure the quality of teaching.This paper takes CS College as the object of observation,analyzes the difficulties and problems existing in the performance appraisal and the construction of teachers' team.The incentive appraisal system needs to be improved,the evaluation standard is not quantified,and the incentive implementation is in a mere formality,which leads to teachers' fatigue,lack of self-confidence,high turnover rate,and the growth of excellent teachers can not form a long-term effect.Under the guidance of incentive theory,CS College has perfected the assessment system and mechanism from the aspects of assessment objectives,assessment methods,assessment subjects,adjustment of salary structure and control of assessment process,and established a complete salary assessment system on the basis of fully drawing on and absorbing beneficial practical results of incentive practice at home and abroad.CS Collegesalary performance appraisal system construction ideas are: retain talent,professional leaders,teaching and Research Department directors,backbone teachers,double-qualified teachers and other special incentives;break the egalitarianism,open the pay gap;the implementation of performance KPI assessment,the implementation of differentiated assessment.Strengthening system management and giving play to the restriction and stimulation of performance appraisal.Strengthen the supervision and control of teaching quality,set up the management system of teaching information,combine the evaluation of teaching with assessment,ensure that the basis of teachers' evaluation is complete and reasonable;research system and implementation should be rigid and flexible,avoid teachers' excessive fatigue,weaken happiness,enhance pride and belonging.At the same time,CS College also does five to ten years of career planning for teachers,through incentives,focusing on teacher training,training,teachers' academic qualifications and ability to provide special funding for the promotion of internal incentives to truly enhance the overall ability of teachers to establish incentive protection.