【作者】 吴青云； 马佳宏；

【Author】 Wu Qingyun Ma Jiahong (School of Education Science, Guangxi Normal University, Guilin 541004 )

【机构】 广西师范大学教育科学学院；

【摘要】 义务教育阶段教师实施以岗定薪、以绩效考核为核心的绩效工资制度,有利于各学校建立灵活自主的内部分配制度,调动和激发教师教育教学工作的积极性,稳定和留住优秀的教师人才,提高学校的教育教学质量和办学效益。但由于义务教育是一项不以盈利为目的的公益事业,新政策的实行在一定程度上也会产生影响校园和谐、滋长学校不良风气的弊端。为保证绩效工资真正做到公平、公正,分配合理,定位准确,在实施过程中必须处理好绩效工资部分与职称工资部分、义务教育阶段教师工资定位与非义务教育阶段教师工资定位、基础性绩效工资与奖励性绩效工资等方面的关系。更多还原

【Abstract】 Post salary with teachers and performance appraisal as the core of performance pay system, which is implemented into the teachers during the compulsory education. It can help retain talented teachers, help schools build a flexible and autonomous system of internal distribution, help teachers with low title gain high salaries and help teachers improve the ability of teaching consciously, and enhance the school’s educational quality and efficiency of teaching. However, compulsory education is not for profit but public welfare, so the implementation of new policies exists some limitations which can undermine the campus harmony and grow and develop school rot Wind abuse. To ensure the performance pay to be fair, square and reasonable allocation, positioning accuracy, the implementation process must pay attention to the six issues which is the difference between performance pay and title wage, the same and difference implemented between teachers during the compulsory education and ones who aren’t in the compulsory education, the ratio between the basic performance pay and incentive one, and etc.更多还原