文档介绍：高校教师绩效薪酬设计研究
【摘要】随着我国第四次事业单位收入分配制度改革实施,从2010年起我国高校将全面实行绩效工资制度。高校在执行绩效工资制度初期,受到制度体系不完善和利益驱动的影响,偏离高校此次收入分配制度改革的初衷,存在一些不和谐的因素。因此,设计符合第四次收入分配制度改革发展思路要求、体现教师收入分配合理性和公平性、符合高校教师职业特点、激发教师的工作积极性的科学合理的绩效工资制度,是目前高校亟待解决的问题。本文从高校教师绩效薪酬设计的有关概念理论出发进行研究,然后说明目前高校教师绩效薪酬制度存在的问题,阐述高校教师的职业特点结合高校教师绩效薪酬设计的原则、要达到的目标,最后提出高校教师绩效薪酬设计的创新思路。
【关键词】高校教师;绩效薪酬;设计思路
Design of the University Teacher Performance Pay
[Abstract] As China's fourth and institutions to implement the reform of the e distribution system, from the 2010 performance of China's colleges and universities to fully implement the wage system. Colleges’ anduniversities in the implementation of pay for performance system in the initial stage by the system imperfections and profit-driven system, the impact of deviation from the current e distribution system reform of colleges and universities in mind, there are some discordant elements. Therefore, the design meets the fourth line of thought the e distribution system reform and development requirements of teachers, the distribution of e reflects the rationality and fairness of the college teaching profession in line with the characteristics of the work of teachers to stimulate the enthusiasm of the performance of scientific and rational wage system, which is the university that need urgent solution.
In this paper, university teachers on the concept of performance-based pay design theory research, then describes the current performance of university teachers in the remuneration system problems to explain the occupational characteristics of college teachers college teachers with the principles of performance-based pay design to achieve the goal, concludes with colleges and universities Teacher performance-based pay design of innovative ideas.
[Keywords] College Teacher’s Performance-based pay Design ideas
目录
1 前言 1
2 关于绩效薪酬、高校教师绩效薪酬 2
绩效薪酬含义、形式、功能 2
、形式、功能 3
4
4
“效率与公平并重”原则 4
“普惠和倾斜、近期和远期有机结合”原则