Research On The Current Situation And Countermeasures Of “Post System” Teacher Incentives ——A Case Study Of District X Of Chengdu City

Basic education is an important part of China's national education system.As the core and hub of the educational field at this stage,teachers' spiritual outlook and state are directly related to the teaching quality of schools and the growth and success of students.With the continuous advancement of China's urbanization process,the urban population is increasing,and the influx of accompanying children leads to the expansion of the number of non-staff teachers in primary and secondary schools.In order to accelerate the modernization of urban education and run education to the satisfaction of the people,Chengdu issued opinions on innovating the management of teacher staffing in October 2020 and began to try out the "staffing + Post" management mode in primary and secondary schools,so as to fully mobilize the work enthusiasm of non-staff teachers and expand the channels and space for their professional development,so as to improve the stability and teaching quality of primary and secondary school teachers as a whole,and enhance the people's satisfaction and sense of access to basic education.Taking the post teacher incentive as the object and the primary school in X District of Chengdu as the sample source,this research comprehensively combs and deeply analyzes the current situation,main problems and causes of the school's post teacher incentive management through questionnaires and interviews with post teachers,non-post teachers,management and students' parents.On this basis,this paper puts forward the improvement strategies to optimize the post teacher incentive.This research mainly used Lewin field theory,educational equity theory,three-stage theory of teachers' professional development and policy implementation theory in incentive theory,and uses the methods of questionnaire,interview and text analysis.In the process of research,Firstly,the important literature and advanced experience at home and abroad were used for reference,the focus and process of the current research were understood,and the basic analysis framework of post teacher incentive research was preliminarily formulated in combination with Lewin field theory.Secondly,the questionnaire survey method was used to carry out the relevant survey.Before the questionnaire design,the factors affecting the individual living space of post teachers were analyzed and divided,the relevant characteristics of incentive were considered in the item setting,the post teacher incentive questionnaire was designed and improved,and the post teachers in X District of Chengdu were investigated.The survey results of post teachers were analyzed,and the current incentive status of post teachers was explored through the reverse verification of the survey results of non-post teachers and school parents.Furthermore,through interviews with post teachers to understand their real needs,interviews with non-post teachers to understand the incentive effect of school post teachers,interviews with school managers,and grasp the experience and difficulties of post teacher management on the whole.Finally,the data and interviews collected in the early stage are integrated to further refine the problems and reasons of post teacher incentive,and put forward corresponding countermeasures.Through the further analysis of data and interview materials,it was concluded that the main problems existing in the current post teacher incentive are insufficient incentive effectiveness,the implementation of incentive measures is limited,the incentives are rigid and the construction of campus system culture is insufficient.After further thinking and analysis,it is found that the role of policy incentive is not fully reflected,the thought of school management standard is serious,the understanding deviation of post teachers,insufficient self-development and other reasons.Accordingly,this study puts forward corresponding measures: first,give full play to the incentive effect of the policy.Secondly,school managers should establish a correct incentive concept and improve the management level.Finally,post teachers should give full play to positive factors to promote their own development.