三阶段实现我国高校教师的聘任管理  

Realization of China's Management of University Teacher's Appointment System through Three Stages

作　　者：陈莉[1] 张庆琳[1] 徐谡[1] 

机构地区：[1]电子科技大学,成都611731

出　　处：《电子科技大学学报（社科版）》2016年第2期109-112,共4页Journal of University of Electronic Science and Technology of China(Social Sciences Edition)

基　　金：中央高校基本科研业务费项目"基于人事信息管理系统的搜索公钥加密若干关键技术研究及其应用"(A03008023801141)

摘　　要：随着《事业单位人事管理条例》的实施,打破终身制,实现人员"能上能下、能进能出"成为各事业单位关注的重点。通过比较研究,分析了中美两国高校教师聘任制的异同,发现Tenure-track保护优秀教师学术自由及职业安全的特点值得借鉴。结合我国的竞争激励机制和聘期管理,对深化我国高校教师聘任制改革做出了思考,并提出通过首聘期管理、次聘期管理、激励管理三阶段实现我国高校教师聘任管理的建议措施。With the implementation of ＂Institution＇s Personnel Management Regulations＂, breaking the system of life tenure has become a focus point of most institutions. We analyzed the similarities and differences between China and America＇s appointment system of university teacher through a comparative study and find that tenure-track is a good way to guarantee outstanding teachers＇ academic freedom and occupational safety. Combining with the competition and incentive mechanism as well as duration of employment management of China, we studied the reform of China＇s appointment system of university teachers. Finally, we put forward a recommendation on China＇s management of university teachers＇ appointment system.

关 键 词：教师聘任制 Tenure-track 竞争激励机制 聘期管理 三阶段 

分 类 号：G64[文化科学—高等教育学]