Design And Optimization Of Salary System In Private Colleges And Universities

Private colleges and universities have become an indispensable part of China's higher education,and the key to the quality of education and the efficiency of running schools in private universities lies in teachers.Therefore,the establishment of a competitive salary system has become an important means for private colleges to attract and retain outstanding talents and stimulate their potential.It is also a powerful guarantee for private universities to enhance their core competitiveness and achieve sustainable development.Based on the questionnaire survey and interview methods,this paper takes Jiangxi A College as a case.Through the survey of teachers' salary satisfaction,it is found that the existing salary system of the school mainly has imperfect salary system,low salary level and imperfect salary level.The lack of incentive mechanism for the compensation system and the lack of a salary growth mechanism are five aspects.In view of the problems in the salary system of Jiangxi A College,this paper puts forward the idea of optimizing the salary system of A Science and Technology College according to the principles of competitiveness,fairness,incentive,system and economy: establish a "people-oriented" management thinking;improve teachers Salary level;optimizing compensation involves formulating effective incentive measures;improving the assessment system;paying attention to the role of health care factors such as welfare.Finally,the compensation system optimization plan of Jiangxi A College was formulated: increase the salary level,and establish three levels in each of the same title levels;increase the performance salary composition,it is recommended to extract performance salary according to 10% of the basic salary of each teacher.At the end of the year,According to the assessment situation,the grades are issued separately.It is recommended to implement a salary system for clearing performance pay;to introduce a subsidy option system,option incentives should be tilted to the most important experts,scholars and managers with outstanding contributions in private universities,and also consider young and middle-aged teachers who have a promising future;Welfare level,introduce self-help welfare plan,list some welfare items according to the characteristics and specific needs of employees,and set a certain total welfare value,so that teachers can freely choose and take what they need.