Research On Optimization Of DS Foreign Language Teacher Salary System Based On KPI Adjustment

As the demand for the national education market continues to expand,various types of education and training institutions have emerged and continue to grow and develop.DS Foreign Language Education and Training School is a well-known foreign language training institution in Zhengzhou City,Henan Province.Since its establishment,the number of teachers and the size of students have continued to expand,leading in the same industry.However,in the process of the development and expansion of DS foreign language education and training,some new problems and challenges have also been encountered,such as insufficient attracting of high-quality young teachers,frequent resignation of existing excellent teachers,and insufficient teachers' daily teaching incentives.It has seriously plagued the training school to further improve quality and leapfrog development,and it is also a common problem faced by various education and training institutions.Therefore,this paper is devoted to improving the performance appraisal and salary mechanism of DS foreign language education and training schools,focusing on the problem of teacher performance incentive compensation and performance compensation incentive design,coordinating the core quality elements and KPI assessment methods of foreign language teachers,and establishing DS scientifically.Efficient and reasonable salary system for foreign language teachers in educational institutions.Firstly,the investigation and research finds the problems in the current salary incentive system: the lack of long-term strategic considerations in salary design,the unreasonable design of teacher curriculum salary,the poor incentive effect of salary system,and the low value of indirect compensation.Secondly,the existing salary system is reconstructed.Through the establishment of the postsystem and the comparison of regional salary sampling,in order to ensure the enthusiasm of the backbone teachers,the annual salary is added.It has formed a salary system with basic salary,annual salary,hourly fee,performance salary and welfare as the main body.Focus on the establishment of a new KPI assessment calculation method to improve the scientific and rationality of teachers' teaching performance incentives,while optimizing the welfare system and indirect salary incentives.Thirdly,in order to ensure the smooth implementation of the remuneration system,the management level should focus on the integration of the system and the continuous communication in the later stage.At the same time,in the financial aspect,the total amount of compensation and the increase of financial costs should be paid attention to ensure that the company's finances will not be too large.Burden,guarantee the daily operation and future development of the organization.