地方高校收入分配制度改革的实践与启示  

Practice and Enlightenment of the Reform of Income Distribution System in Local Colleges and Universities

作　　者：谢桂生 王峥[2] 卜晓明 Xie Guisheng;Wang Zheng;Bu Xiaoming

机构地区：[1]北京工业大学党委宣传部 [2]北京工业大学党委研究生部 [3]北京工业大学人事处

出　　处：《中国人事科学》2023年第4期22-27,共6页Chinese Personnel Science

摘　　要：高校教师承担了教学、科研和社会服务等多项任务,其职业具有多任务委托代理的特点,因此,高校绩效工资分配须体现教师的工作实绩和贡献。学校应根据自身发展战略合理设计业绩核定细则,兼顾数量和质量,引导教师为实现学校战略目标努力。目前部分学校将绩效工资分配与教师岗位级别关联,将绩效工资确定为岗位津贴,岗位级别高岗位津贴就高。但教师岗位的相对固定性与教师业绩变动性之间的矛盾,导致绩效工资与教师工作业绩关联性不大,未能充分体现教师工作业绩。优化高校绩效工资分配,需要强化“三个支柱”:一是设立浮动工资项目,将其与教师业绩贡献挂钩;二是建立教师业绩核定细则;三是落实绩效工资校院两级分配权。College and university teachers undertake many tasks such as teaching,scientific research and social services.Their occupation has the multi-task principal-agent characteristics.The distribution of performance wage should reflect the actual performance and contribution of teachers.Schools should reasonably design performance verification rules according to their own development strategies,and take account both of quantity and quality,so as to guide teachers to work together for the strategic objectives of schools.At present,some schools associate the distribution of performance wage with the post level of teachers,and determine the performance wage as post allowance.The higher the post level,the higher the post allowance.However,the contradiction between the relative fixity of teachers’posts and the variability of teachers’performance has led to little correlation between performance wage and teachers’work performance,which fails to fully reflect the work performance.To optimize the performance wage structure of colleges and universities,we should strengthen the“three pillars”,that is,set up floating wage items to link them with teachers’performance contribution,establish detailed rules for teachers’performance verification and implement the distribution right of performance wage at two levels,i.e.,university and college levels.

关 键 词：岗位绩效工资制度 年薪制 教师业绩核定 

分 类 号：G47[文化科学—教育学]