A Research On The Implementation Deviation Of Performance-related Pay Policy In Compulsory Education

The implementation of the performance-related pay policy in compulsory education is conducive to breaking the relatively solid state of the traditional wage system,constructing a wage distribution incentive mechanism of “more work,more rewards and better rewards” and inspiring teachers' work enthusiasm.However,the implementation of the policy in the process of accurate landing,which deviated from the original intention of the performance-related pay policy,failed to fully mobilize the enthusiasm of teachers.Therefore,based on the value orientation of the performance-related pay policy,we need to further explore the practical aspects of the performance-related pay policy and the institutional mechanisms behind the implementation deviation,and optimize the implementation path of the performance-related pay policy.This research takes the literature research method and the investigation research method as the main research methods.It takes 31 counties(districts)in 12 provinces of East,Central and West as the research objects,and collects relevant data and materials of the performance-related pay policy.On this basis,the policy execution theory and the salary management perspective are used as the theoretical tools to explore the implementation deviation and internal mechanism of the performance-related pay policy,so as to break the implementation bottleneck state of the performance-related pay policy.Through the analysis of relevant data,it is found that there is an implementation deviation of the performance-related pay policy which is an “implementation gap” between the policy design state and the actual state.First,there is a deviation in the process of the top-level design of the performance-related pay policy and the policy “re-establishment”.performance-related pay is still dominated by “fixed wages”,ignoring the individual labor value of the teachers.Performance-related pay is based on “constrained function”,so it is unable to play an incentive orientation.Performance pay is based on “competition function”,which is easy to cause distributional contradictions.Second,performance-wage policy has behavioral deviation patterns such as alternative execution,misplaced execution,and symbolic execution in performance appraisal and performance payroll allocation.Third,there are deviations in the effect level of the performance-related pay policy.If the performance-related pay is too low,teachers' demands cannot be realized,and low performance appraisal is difficult to stimulate teachers' enthusiasm.The third is the deviation of the performance level of the performance-based wage policy.If the performance wage is too low,the teacher's appeal cannot be realized.Low satisfaction with performance appraisal is difficult to stimulate the enthusiasm of the teacher.There are three dilemmas behind the reality of this implementation deviation.First,it is difficult for multiple subjects who contend with each other during the execution process to form a joint force.Second,performance appraisal indicators and standards are difficult to measure and cannot guarantee the scientific basis of performance-related pay allocation.Third,Insufficient performance paycheck and lack of funding guarantees are difficult to achieve the expected effect of the policy.To this end,to optimize the execution path of the performance-related pay policy,it is necessary to build a responsibility sharing system for multi-level subjects,implement the school based group performance-related pay,improve the multi-indexes performance appraisal system,and achieve the gradient distribution of performance-related pay.