德国高校青年教授职位设置的争议解决及其启示  

The Dispute Resolution and Its Enlightenment of Introduction of Junior Professorship in German Universities

作　　者：叶强 

机构地区：[1]中南财经政法大学法学博士后流动站,研究人员湖北武汉430073

出　　处：《中国高教研究》2018年第1期69-74,共6页China Higher Education Research

摘　　要：进入21世纪,德国高校又经历了一轮深远的改革,2002年修订的《高等学校框架法》引入了青年教授职位就是重要体现。青年教授职位的引入是为了克服传统教授资格考试的弊端,但其并没有达到制度设计者的初衷,原因在于法律上将青年教授作为有期限公务员看待,而没有将其与教授(终身制公务员)有效连接起来。德国的实践为中国高校人事制度改革提供了有益的启示,即要重视有期限的聘任制和稳定的事业编制之间的关系,并通过制定专门的青年教师发展政策,发挥青年教师在高校中的作用。In twenty-first century, German universities have experienced a profound reform, in which the 2002 revision of Framework Act for Higher Education introduced the position of junior professorship, which is an important manifestation. In the eorresponding salary reform, Federal Civil Service Remuneration Act has also been added with the professor W series salary type. In order to overcome the drawbacks of traditional qualification examination has junior professorship been introduced. Although it has had a positive impact, but does not reach the system designer＇s intention, because the law will be a period of civil servants hut not a Tenure-Track professor effectively connected. The German practice provides beneficial enlightenment for the reform of personnel system for Chinese colleges and universities, so we should pay attention to the relationship between appointment system and stable career preparation, and through specialized development policy for young teachers so as to play the role of young teaehers.

关 键 词：青年教授职位 高等学校框架法 聘任制 青年教师 

分 类 号：G645.1[文化科学—高等教育学]