Study On The Problems And Countermeasures Of The Performance Pay For Teachers In Compulsory Education Schools

On the basis of careful combing of the historical evolution of the performance pay system of teachers in compulsory education schools in China and the background of the implementation of the performance pay system,four compulsory education schools in Furong District of Changsha City were selected as the subjects of the survey,and the investigation and analysis of the implementation of performance pay in the compulsory education schools in Furong District was carried out by means of issuing questionnaires and in-depth interviews.Based on the first-hand information obtained in the research process,the first-hand information obtained in the investigation,the implementation of the performance salary of teachers in the compulsory education schools in Furong District was initially mastered,the main problems existing in the implementation of the performance pay of teachers in fufu district compulsory education schools were found,the reasons for the problems in the implementation of the performance of the compulsory education schools in Furong District were analyzed,and finally put forward the countermeasures to improve the effectiveness of the performance pay of teachers in the compulsory education stage of Furong District.The main findings are as follows:First,the income level of teachers in compulsory education schools in Furong District has been increased accordingly with the increase of civil service subsidies,but it is still lower overall than civil servants.In 2018,the average annual income of teachers in the compulsory education stage was 138,800 yuan.Compared with the average annual income of civil servants of similar institutions of 170,9 00 yuan,the per capita income gap reached321,000 yuan.Second,teachers are mostly dissatisfied with the school’s performance pay distribution scheme.According to the questionnaire data,58% of teachers are dissatisfied with the school’s performance pay distribution plan,30% of teachers are generally satisfied with the school’s performance pay distribution program,and only 12% of teachers who are satisfied with the school’s performance pay distribution program.At the same time,after the implementation of the Performance Pay Policy,only 48%% of teachers considered the policy to be an incentive,and 52% of teachers said the policy did not provide an incentive.Third,the reasons why teachers are not satisfied with the school’s performance pay distribution scheme are mainly reflected in: the teacher’s performance appraisal system is not perfect,the performance pay system excludes other incentive factors,the incentive effect does not achieve the desired effect,etc.Fourth,on how to improve the design of teacher performance appraisal index system,28% of teachers think that workload is the main indicator of performance pay,28% of teachers think it is the quality of teaching;24% of teachers think it is attendance;18% of teachers think it is teacher’s moral;2% of teachers think it is professional title education.