高校薪酬制度改革的实践探索与路径选择  

Practical Exploration and Path Selection of Faculty Salary System Reform

作　　者：蔡蕾[1] Cai Lei(Party and Government Office,Shanghai Jiaotong University,Shanghai 200240)

机构地区：[1]上海交通大学党政办公室,上海200240

出　　处：《浙江社会科学》2020年第5期151-155,161,共6页Zhejiang Social Sciences

基　　金：2019年度上海市教育立法与咨询服务基地研究课题“高校党委领导下的校长负责制运行情况研究”的阶段性成果。

摘　　要：我国高校薪酬制度的历史沿革表明,高校薪酬制度改革经历了"职务等级薪酬制的确立""引入津贴薪酬制"和"实行岗位绩效薪酬制"三个阶段。高校薪酬制度改革取得显著成效的同时,仍然存在外部竞争力缺乏与内部激励性不足等问题。薪酬制度改革需要处理好薪酬体制的竞争性与可持续性、规范性和灵活性、激励性和公平性、稳定性和差异性、短期效应和长期效应等关系。进一步改善我国高校薪酬制度,应当优化行政权力,重视学术权力,并引入市场力量。The historical evolution of China’s university compensation system shows that it has experienced three forms: "the establishment of position-based compensation", "the introduction of allowance compensation system" and "the implementation of performance-based compensation system". Though significant achievement has been made, the existing compensation system still has problems such as external compatibility and internal motivation. The revolution of compensation system needs to consider the relationship between compatibility and sustainability, normalization and flexibility, incentive and fairness, stability and difference,short-term effect and long-term effect. To further improve the compensation system of universities in China,we should optimize the administrative power, respect the academic power, and introduce the market power.

关 键 词：高校管理 薪酬制度 薪酬制度改革 绩效工资 

分 类 号：G647[文化科学—高等教育学]