新时代优化高校绩效工资制度的思考——以某地方本科院校为例  

Thoughts on the Optimization of College Merit Pay System in the New Era--Taking a Local Undergraduate University as an Example

作　　者：张海峰 ZHANG Haifeng(School of Finance,Taxation and Public Administration,Tongling University,Tongling 244061,China)

机构地区：[1]铜陵学院财税与公共管理学院,安徽铜陵244061

出　　处：《黄山学院学报》2024年第6期65-71,共7页Journal of Huangshan University

基　　金：安徽省高校优秀青年人才支持计划重点项目(gxyqZD2016309)。

摘　　要：研究某地方本科高校的绩效工资制度实践,发现其存在分类分型绩效考核体现度不高,忽视教师分类发展的特殊性;绩效评价侧重个人和短期激励,忽视了长期和团体绩效;绩效考核指标单一,系统性设计不足;教师薪酬缺乏外部竞争力,内部激励性有限等问题。基于此,提出如下建议:实施分类考评与激励,健全教师潜心育人的评价制度;实行目标绩效责任制,将组织绩效和个人绩效联系起来;提高考核和分配的科学化水平,发挥绩效激励与约束作用;拓宽绩效工资来源途径,实施宽带薪酬制度。This paper studies the practice of merit pay systems in a local undergraduate university and reveals several issues,such as the inadequate classification of merit pay systems and the ignorance of the development in teachers’individual professions;the performance evaluation focuses on individual and short-term incentives and ignores long-term and group performance;the single performance appraisal indicator and the deficient systematic design;and the insufficient external competitiveness and the limited internal incentives in teachers’salaries.Based on this,suggestions are put forward:implement a classified evaluation and incentive and perfect the evaluation system of teachers’dedicated education;carry out the target performance responsibility system and link the organizational performance to individual performance;improve the scientific level of performance appraisal and distribution,and give full play to the role of performance incentive and constraint;expand the sources of performance-based pay and actualize the optimization of the broadband compensation system.

关 键 词：新时代 高校绩效工资 绩效工资管理 

分 类 号：G475[文化科学—教育学]