美国哥伦比亚学区教师绩效工资制度的经验与启示  

Performance-based Pay System for Primary and Secondary School Teachers:Inspirations from Columbia School District IMPACT Project

作　　者：赵德成[1] ZHAO Decheng(Faculty of Education,Beijing Normal University,Beijing 100875)

机构地区：[1]北京师范大学教育学部,北京100875

出　　处：《比较教育研究》2021年第5期36-44,共9页International and Comparative Education

基　　金：2020年度北京市教育科学“十三五”规划重点课题“中小学学校治理现代化:问题、原因分析与改进”(课题批准号:CCAA2020037)。

摘　　要：美国哥伦比亚学区积极推行教师绩效工资制度,从2009年启动"影响力项目"。项目增加了表现差教师的自愿离职率与优秀教师的留任率,并从整体上提高了教师工作绩效。其核心经验有:奖惩力度大,但同时又为教师专业发展提供有力支持;支持薄弱学校发展,促进教育公平;全面考核教师绩效,为深入推动绩效工资制度提供保障。借鉴"影响力项目"的经验,我国在中小学教师绩效工资改革实践中可进行以下探索:增加教育人员费投入,完善经费投入机制;在绩效考核中淡化分数,推动综合评价;教师绩效考核由上级主管部门与学校统筹实施,而不是放在学校内部;适度拉开收入差距,建立多劳多得、优绩优酬的教师工资分配制度。Columbia School District of the United States actively implemented the teacher performance-based pay system,and launched IMPACT project from 2009.This project not only increases the voluntary turnover rate of teachers with poor performance and the retention rate of excellent teachers,but also improves the overall performance of teachers.Its core lessons are as follows:providing progressive rewards and punishments based on teacher’s performance;supporting the development of weak schools to promote education equity;implementing comprehensive assessment of teachers’performance to justify performance-based pay.In the future,drawing on the experience of IMPACT project,we can carry out the following explorations in the reform of teachers’performance pay in primary and secondary schools in China:increasing the investment of educational staff and improving the funding mechanism;weakening the score in the performance appraisal and promoting comprehensive evaluation;implementing the teacher performance appraisal by the local education agencies and schools as a whole,rather than putting it inside the school;establishing a teacher’s salary distribution system which teachers who work better can earn more.

关 键 词：哥伦比亚学区 中小学教师 绩效工资 绩效考核 

分 类 号：G637.2[文化科学—教育学]