【作者】 陈敏；

【导师】 叶燎原；

【作者基本信息】 云南师范大学 ， 工商管理（专业学位）， 2016， 硕士

【摘要】 2009年,我国开始实施义务教育学校教师绩效工资制度。几年的实践证明,此项政策从制度层面上保障并提高农村义务教育学校教师的工资待遇。有利于激励优秀教师安心在农村任教,鞭策后进教师完善自我,提升自己的专业化水平,最终促进义务教育实现均衡发展。在看到绩效工资积极促进作用的同时,也应该看到,其实施过程中还存在一些问题。本文以云南K县为个案,调查分析绩效工资实施中存在的问题、分析其原因,提出建议,本文主要从以下五个方面进行论述。第一章是导论。介绍选题的缘由、研究的目的和意义、研究的对象及研究思路和方法,查阅国内外相关的文献。第二章主要是相关的概念界定和理论基础。对义务教育、农村义务教育、教师绩效工资进行了概念界定,并阐述了本文的理论基础。第三章主要是对K县农村义务教育教师绩效工资实施现状的调查,分析了过程中存在的问题并做了原因分析。第四章,根据农村义务教育教师绩效工资实施过程中的问题提出对策研究和建议。第五章是结论。本文认为,农村义务教育学校教师绩效工资实施中主要存在以下问题:绩效工资标准偏低、绩效分配方案不科学、教师对绩效工资的认识不到位、对学校中层以上领导的考核内容与方式简单、考核结果缺乏有效反馈、运用方式简单等问题。本文认为导致以上问题的原因在于政府财政保障机制不完善、教师的工作性质决定了绩效考核难、大部分农村义务教育学校绩效管理能力欠缺、执行考核方案的能力不足、缺乏有效的监督体系、现有的评价机制不够科学等导致绩效考核难。本文对进一步完成云南农村义务教育学校教师绩效工资实施的对策和建议主要包括以下几个方面:完善财政保障机制及构建绩效工资合理比例;转变教师的绩效观;健全绩效工资考核体系;建立和完善科学民主的绩效考核评价机制;建立有效的绩效考核交流反馈机制;建立高效的监督体系;完善绩效反馈;合理运用考核结果,促进学校发展。更多还原

【Abstract】 In 2009,China began to implement the performance of compulsory school teachers pay system.Years of practice has proved that the implementation of performance pay system can guarantee and improve the rural compulsory education teachers salaries.Encourage good teachers to teach in peace in the rural areas,encourage teachers to improve self-improvement,improve their professional level,and ultimately promote the balanced development of compulsory education.In the performance pay and actively promote the role of the same time,we should also see that the implementation process there are still some problems.Such as the rural compulsory school performance salary is not high,the performance appraisal mechanism is not perfect,the examination and evaluation method is single,the examination feedback mechanism is unscientific,the supervision mechanism is not perfect and so on,the performance salary has many problems to be solved urgently.In this paper,the case of K County in Yunnan Province,the investigation and analysis of the implementation of the performance of pay problems in the process,analyze the reasons for the proposed feasibility of this paper mainly from the following four aspects.The first chapter is introduction.It introduces the reason of the topic selection,the purpose and significance of the study,the object and the research ideas and methods of the study,and reviews the relevant literatures at home and abroad.The second chapter is mainly related to the concept of the definition and theoretical basis.The concept of compulsory education,rural compulsory education and teachers’ performance pay are defined,and the theoretical basis of this paper is expounded.The third chapter mainly investigates the status quo of the implementation of the rural compulsory education teachers’ performance pay in K county,analyzes the existing problems in the course and analyzes the reasons.The fourth chapter,according to the rural compulsory education teachers in the implementation of the performance of wage problems in the process of research and recommendations.This paper argues that there are some problems in the implementation of teachers’ performance wage in rural compulsory education schools,such as the low performance wage standard,unscientific primary distribution scheme for teachers performance appraisal,misunderstanding of some teachers’ performance pay,examination content and the way is simple,the examination result lacks the effective feedback,the application way is simple and so on the question.This paper argues that the reason is that the government financial security mechanism is imperfect,the nature of the work of teachers determines the performance appraisal is difficult,K county most of the rural compulsory education performance management capacity of the lack of ability to implement the assessment program lack of effective monitoring system,The existing evaluation mechanism is not scientific enough to cause performance appraisal.This paper also puts forward some countermeasures and suggestions for the further implementation of the teachers’ performance wages in rural compulsory education in Yunnan,including the following aspects: improving the financial guarantee mechanism and constructing the reasonable proportion of the performance salary;changing the teachers’ performance view;perfecting the performance salary examination system;establishing and perfecting The establishment of an effective mechanism for the exchange of feedback on performance appraisal;the establishment of an efficient monitoring system;improve performance feedback;rational use of examination results,and promote the development of schools.更多还原