美国高校教师聘用类型的分层  

The Stratification of the Faculty Appointments in American Universities

作　　者：刘鸿[1] 

机构地区：[1]中南大学高等教育研究所

出　　处：《中国高教研究》2014年第12期38-43,共6页China Higher Education Research

摘　　要：教师聘任是高校人事制度的核心。美国高校在面对社会问责、财政压力的背景下,不断减少终身轨教师聘用,增加非终身轨教师尤其是兼职教师的雇佣,致使高校的师资聘任类型分化为终身教职轨(制)、可续约合同制和临时雇佣制。三种聘用类型在"地位层次结构"及"地位准入机制"有其各自的特点,呈现出一种"结构化"的分层安排。教师聘任的分层一方面有利于教师资源的优化配置;另一方面也带来了关于平等、管理、质量等问题。综观美国高校教师聘任类型的研究与实践,这种"结构化"师资聘任安排进一步合理化的路径主要包括:建立以尊重为核心的框架,实现"有机团结";制定公正且灵活的制度,实现不同聘任类型之间的有限转换;实行不同院校和不同学科的差异化聘用,确保符合各自目标使命的教育质量。这些可为我国高校聘任制改革提供参考。Faculty appointments are the core contents in personnal systems. In the context of the increasing social accountability and the decreasing appropriations to the higher education, American universities take the option of reducing full-time faculty and enhancing the part-time faculty, and the tenure-track appointment, contract-renewable appointment and fix-termed appointment are the three main types which match their own status and access mechanism. Although the faculty appointment stratification has the advantages of optimum distribution of resources, some problems such as equality, management and quality arise. So the following measures would be taken to rationalize the faculty appointments： building the respect system to realize organic solidarity; laying down the fare and flexible system to offer the transformation among the three types; carrying out the differentiating appointments among the institutions to ensure their educational quality. It is expected that the experiences of American universities in this regard will provide one of the lessons for China＇s reform in human resource management in higher education.

关 键 词：教师聘用类型 终身教职轨 可续约合同制 临时雇佣制 分化 

分 类 号：G649.712[文化科学—高等教育学]