Research On The Status Quo Of Teacher Performance Pay

Since January 2009,the performance pay for teachers has been implemented at the stage of compulsory education in China.There is no doubt that the implementation of performance pay is an important change in our educational history.Through the salary incentive management policy for teachers,it could improve the enthusiasm of teachers,so as to improve the development of education in our country,which is also the starting point and the basic purpose of China's performance pay policy.However,there are inevitable problems in the development of any new policy.As one of the important policies of improving human capital to promote the sustainable development of economic education,it is undeniable that there are still many problems in the past 9 years.Around the implementation of China's performance pay,many studies have been done from the theoretical and practical aspects,the performance of the policy is mixed.Some studies believe that performance pay does play a positive role,it improves the income level of teachers in compulsory education stage,which is of great significance to stabilizing teachers' team and attracting outstanding educators for lifelong education.This helps to balance the education development of compulsory in China;And other studies have found that the current performance pay has not reached the guidelines of the stale,and there is a large proportion of areas that have not implemented the performance pay,and the scheme of the performance pay distribution is formalized,which leads to the poor acceptance of the performance pay policy.The derailment of theory and positivism,as well as the shortage of samples in empirical analysis and so on is one of the important reasons for the differences in teacher performance pay,especially in the northwest rural areas of China,which is laging behind of education development.As the "short board" of China's education,the evaluation of performance pay is more complex and diverse.At the same time,the study of empirical analysis is more important.But there is still a lack of research on performance pay in rural areas of northwest China.Therefore,A total of 615 teachers from northwest rural areas,including 340 primary school teachers and 275 junior high school teachers,were surveyed by questionnaires.This paper starts from the implementation status of teachers' performance pay in the rural compulsory education stage in Northwest China to answer the question of performance pay,which has more practical significance,and fills up the lack of empirical research.Firstly,we expound the background of teachers' performance pay,and explain the necessity of implementing the performance pay policy.Then it expounds the theoretical basis of this paper,namely human capital theory and incentive theory.Through the domestic and foreign research on the performance pay,we based on the previous studies to form my own research system and innovation.Secondly,we describe the acquisition process and criteria of the survey data in detail,including sample selection and data cleaning.And make a simple descriptive statistics on the overall situation of the data,including sample selection and sample composition.Thirdly,through the collection of the results of the questionnaire,this part describes the implementation of the current teachers ' performance salary in the rural areas of northwest China,including the low coverage rate,the type of performance pay,the difference in the amount of salary,and the ratio of incentive performance pay.And then,we made a descriptive statistical analysis of the teachers attitude towards performance pay,including whether teachers believe that performance pay increases personal pressure,whether schools will pay the performance pay fairly,and the future assumption of performance pay to understand the teachers ' real and personal expectations of performance pay.Finally,through the problem of large sample data reaction,we summarize the problems existing in the implementation of the current performance pay and track the root of the problem.Firstly,The implementation of performance pay policy is not sufficient,and the types of performance are irregular;Secondly,teachers have lower expectations for incentive performance pay;At the end,the evaluation standard of the performance pay still needs to be strengthened,and the lack of standard and powerful evaluation system leads to the lack of supervision of the implementation of the performance pay.According to the above analysis,suggestions are made for the implementation of the current performance pay.It includes the country,the school and the individual level of teachers.It is undeniable that performance pay plays an important role in the development of education in China,but we should also see the existing problems.Only in practice,can we constantly explore and find problems and adapt measures to local conditions,so as to find a suitable way for the development of education in China.