高校编制外教师管理的问题与对策  

Problems and Countermeasures of the Management of Teachers out of the Establishment in University

作　　者：王贵军[1] 

机构地区：[1]广州番禺职业技术学院人力资源研究所,广东广州511483

出　　处：《教育理论与实践（学科版）》2015年第4期18-20,共3页

基　　金：广州市高等学校教学改革重点项目<广州市属高校领军人才队伍建设的政策研究>(项目编号:穗教高教〔2014〕34号);广州市教育科学规划项目<高职教育实践教学模式及其保障机制的研究>(项目编号:07B278)的研究成果

摘　　要：当前,高校编制外教师陷入了同工不同酬、发展机会不平等、身份认同和自我价值感知度低的窘境。高校在编制外教师引进方面,高素质编制外教师引进困难,编制外教师工作的责任心和积极性难以调动,其流动率高、教学稳定性和团队建设受到了影响,导致人员管理与服务工作量增大。因此,高校编制外教师管理要加强岗位管理,推进同工同酬,通过政策方面的引导,为编制外教师扩编、用编并拓宽发展空间,适当减少编制外教师的数量,同时,对编制外教师加强人文关怀,为其发展创造和谐环境,在运用激励理论的基础上,完善编制外教师管理制度。Currently, the university teachers out of the establishment is trapped in the predicament of unequal pay for equal work, inequality of development opportunity and low identity and self-value perception. In the introduction of the university teachers out of the establishment, it is difficult to introduce the high-quality teachers out of the establishment, difficult to mobilize their responsibility and enthusiasm and their flow rate is high, the teaching stability and the team construction are affected, which result in the increase of the personnel management and service work. Therefore, in the management of the university teachers out of the establishment, It is necessary that the post management should be strengthened and the equal pay for equal work promoted, by the policy guidance, the teachers out of the establishment should be incorporated into the establishment and helped to expand their development space, the number of external teachers reduced appropriately, at the same time, the human concern should be strengthened for the teach- ers out of the establishment, the harmonious environment created for their development, and based on the use of the incentive theory, the management svstem of the teachers out of the establishment should be perfected.

关 键 词：高校编制外教师 岗位管理 同工同酬 

分 类 号：G451.2[文化科学—教育学]