高校教师“准聘与长聘”职务聘任改革的制度逻辑反思  

Reflections on the Institutional Logic of the“Tenure-Track”Reform in Chinese Universities

作　　者：鲁文辉 LU Wenhui

机构地区：[1]南京师范大学法学院,南京210023

出　　处：《中国人民大学教育学刊》2021年第3期104-115,共12页Renmin University of China Education Journal

基　　金：江苏省教学改革课题“立基学生中心的‘二维三阶’卓越法治人才培养课堂教学模式改革”(2019JSJG153)。

摘　　要：1986年始,国务院和教育部相继出台多项政策强调要推动高校教师聘任制改革。自此经过32年的实践探索,"准聘与长聘"制作为高校教师聘任制改革的基本方向得以确立。《高等教育法》《劳动合同法》等法律法规为当前实施"准聘与长聘"制提供了充足的合法性依据。"准聘与长聘"制在实践中存在过分注重效率导向、晋升考评体系不科学以及导致教师职业生活物化三方面制度问题。为有效推动"准聘与长聘"制的进一步落实,应当树立以学术为中心的制度改革价值取向、完善相关科研评价和晋升考评制度、提供充足的科研经费和薪酬保障以及健全相关退出机制。Since 1986,the State Council and the Ministry of Education have issued many policies to promote the personnel reform among university faculty.Since then,after 32 years of practice and exploration,the basic framework of"Tenure-Track"system has been established.Laws and regulations such as Higher Education Law and Labor Contract Law provide sufficient legal basis for the current implementation of the"Tenure-Track"system.In practice,there are three institutional problems with the"Tenure-Track"system,i.e.,excessive focus on efficiency,unscientific promotion evaluation,and the materialization of faculty members’career development.In order to effectively promote the further implementation of the"Tenure-Track"system,we should establish the value orientation of academic-centered system reform,improve the relevant research evaluation and promotion appraisal system,provide adequate research funding and salary guarantee,and improve the relevant with drawal mechanism.

关 键 词：高等学校 准聘与长聘 聘任制改革 

分 类 号：G645[文化科学—高等教育学]