【摘要】 教师聘任制是高校人事制度改革的核心。20世纪80年代末以来，我国政府和高校积极推进教师聘任制改革。历经职务聘任、岗位聘任、“准聘—长聘”三个阶段，我国高校教师聘任制改革已经取得显著成效，但还面临着考核评价的负面效应严重、争议解决的有效途径缺乏、人才退出和流转机制不畅等现实困境。未来，政府和高校应进一步深化教师聘任制改革，建立符合现代大学制度特征的多元化教师聘任制度，着力解决考核评价、人事争议、人才流动等核心问题，为人才的成长和发展提供更有利的制度环境。更多还原

【Abstract】 The academic appointment system is the core of university personnel system reform.Since the late 1980s, the academic appointment system reform has been actively advanced by the Chinese government and universities. After going through three stages of professional title appointment, position appointment, and“tenure-track and tenured”system, the academic appointment system reform has yielded remarkable outcomes. However, it still faces practical challenges such as serious negative effects of assessment, lack of effective ways to resolve disputes, and lack of smooth mechanisms for talent exit and circulation. In the future, the government and universities should further deepen the reform of the academic appointment system, establish a diversified academic appointment system that conforms to the characteristics of modern university systems, and focus on addressing core issues such as assessment, personnel disputes, and talent mobility. This will provide a more favorable institutional environment for the growth and development of talents.更多还原