善治视域下高校奖励性绩效工资制度的优化策略  

Optimization Strategies of Incentive Performance Salary System in Colleges and Universities Based on Good Governance

作　　者：郑丹[1,2] ZHENG Dan(Jiangsu Normal University,Xuzhou 221116,China;China University of Mining and Technology,Xuzhou 221116,China)

机构地区：[1]江苏师范大学人事处,江苏徐州221116 [2]中国矿业大学公共管理学院,江苏徐州221116

出　　处：《黑龙江高教研究》2023年第2期53-58,共6页Heilongjiang Researches on Higher Education

基　　金：江苏省高校哲学社会科学基金项目“高校绩效工资改革的问题与对策研究”(编号:2019SJA0939);江苏师范大学人文社会科学基金项目“高校奖励性绩效工资管理理论的创新与应用”(编号:15XWB25);江苏师范大学2019年退役军人专项研究重点课题。

摘　　要：奖励性绩效工资是事业单位岗位绩效工资制度的重要组成部分,有着鲜明的绩效导向,具备“活”与“变”的主要特征。高校在实施奖励性绩效工资制度的过程中,存在绩效评价的“双刃剑”效应、政策公认度不高、政策信息不透明、管理主体责任不清、管理效率不高等问题,在一定程度上制约着制度激励作用的充分发挥。从善治理论的合法性、透明性、责任性、有效性等四个维度审视高校奖励性绩效工资制度的问题根源,针对问题提出优化策略,以期为高校奖励性绩效工资制度不断完善提供有益借鉴。The incentive performance salary is an important part of the post performance salary system in public institutions.It is performance-orientated and characterized by its flexibility.In the process of implementing the system in colleges and universities,there are some problems,such as the double-edged sword effect of performance evaluation,low policy recognition degree,opaque policy information,unclear responsibility of management subject and low management efficiency,which restrict the full play of the incentive function of the system to a certain extent.From the legitimacy,transparency,accountability and effectiveness of the Good Governance theory,this paper examines the source of problems of the incentive performance salary system in colleges and universities,and puts forward optimization strategies for the problems,in order to provide beneficial references for its continuous improvement.

关 键 词：善治 奖励性绩效工资 优化策略 

分 类 号：G6472.3[文化科学—高等教育学]