Research On The Implementation Effect Of Performance Pay System For Primary School Teachers

In recent years,the implementation of performance-based salary system has had a positive impact on Teachers' salary reform,teachers' professional development and the quality and efficiency of education and teaching.As the basis and key of compulsory education,the implementation effect of performance-based pay system for primary school teachers has attracted extensive attention from all walks of life.With the rapid development of economy and society,the problems of primary school teachers' performance-based salary system itself and its implementation process are becoming increasingly prominent.The current performance-based salary system is not scientific,fair,transparent and humanized.The guiding ideology and expected role of the performance-based salary system have not been well implemented,and the implementation effect is not obvious enough.Therefore,it is a major issue in front of us to correctly understand the current situation of primary school teachers' performance-based salary system,explore the problems and reasons existing in the system itself and its implementation,and constantly improve the mechanism of primary school teachers' performance-based salary system.This paper consists of four parts.The first part is the introduction,which focuses on the research background,research significance,research status,core concepts,research theoretical basis,research ideas and methods.The second part focuses on the implementation effect of the performance-based salary system in M primary school,and carries out a questionnaire survey on the performance-based salary system itself and the possible problems in the implementation process.From the perspective of the system itself,it is found that teachers' satisfaction with the performance-based salary distribution scheme is low,the improvement of teachers' work enthusiasm is not obvious,and their satisfaction with performance-based salary is not high It has little impact on the improvement of teachers' professional ability and is not conducive to the promotion of colleague relations;From the aspect of implementation process,it is found that it is not conducive to teachers to find and correct their own problems,increase teachers' work pressure to a certain extent,and the transparency of implementation process is not high.The third part interviews and analyzes the reasons why the implementation effect of the performance-based salary system in M primary school is not obvious from the two aspects of the system itself and the implementation process.The main reasons at the level of the system itself are: ignoring the differences between young teachers and old teachers,ignoring the differences between main and auxiliary teachers,and the lack of regular floating rise mechanism of performance-based salary,In the performance-based salary distribution scheme,the threshold of indicators related to professional level is too high,and the problems such as competitive attribute and unreasonable distribution have an adverse impact on the relationship between colleagues;The main reasons for the implementation process are: the school's publicity and interpretation of the system are not deep enough,the front-line teachers are not concerned about the performance salary system,the formulation and revision of the assessment plan do not adhere to the mass line,artificially link the transactional,management and administrative work with the performance salary,the publicity of the performance salary assessment results is not timely and the guidance is insufficient,Lack of effective supervision of the implementation process.The fourth part puts forward countermeasures and suggestions from the aspects of M primary school teachers' performance salary system itself and implementation process according to the problems and reasons existing in M primary school performance salary system itself and implementation process.The Countermeasures of the system itself are: setting performance appraisal indicators according to the differences of teachers' characteristics in different disciplines and different stages;Establish a regular capital increase mechanism to continuously improve the level of performance-based salary;Improve the weight of teachers' professional level indicators in performance salary;Add specific performance indicators conducive to strengthening the construction of teachers' internal relations.The Countermeasures in the implementation process of the system are as follows: actively carry out the publicity and training of the performance salary system for front-line teachers;Improve the participation of front-line teachers in performance appraisal;Implement the working mode of monthly publicity and periodic assessment;The publicity of performance appraisal results shall be detailed;Use information-based means to carry out publicity,supervision and feedback of the whole process of performance appraisal.