从着力基础性保障到促进教育质量提升:中小学教师工资制度的嬗变与挑战——专访曾晓东教授  

From "Basic Guarantee" to "Quality Promoter":Evolution and Challenges of the Salary System for Primary and Secondary School Teachers——An Exclusive Interview with Professor Zeng Xiaodong

作　　者：曾娅琴 ZENG Yaqin(School of Public Administration,Chongqing Three Gorges University,Chongqing 404100,China)

机构地区：[1]重庆三峡学院公共管理学院,重庆404100

出　　处：《教师发展研究》2025年第2期51-58,共8页Teacher Development Research

基　　金：国家社科基金教育学重点项目“教育经费投入的可持续性及合理分配研究”(AFA220025)。

摘　　要：教师工资制度是稳定教师队伍、提升教育质量的重要议题。从1993年至今,我国中小学教师工资制度经历了三次大的改革,实现了从“市场化”到“公共部门”属性的转变和完善,提升了教师的经济地位。然而,尽管设计了全国统一的基本工资标准以及与公务员工资水平“挂钩”的制度,但是不同地区由于财政状况不同、生活成本差异等因素,绩效工资并不合理,难以起到充分的激励作用。未来应充分考虑财税改革、人口规模变迁与教育信息化等给中小学教师工资制度带来的挑战,在确保基本工资的同时,优化生活成本补偿机制,给予地方政府适度自主权,以实现工资制度的公平性、激励性和可持续性。The teacher salary system is crucial for maintaining the teaching staff and improving the quality of education.From 1993 to now,the salary system of primary and secondary school teachers in China has undergone three major reforms,with its feature shifting from "market-driven salary" to "public sector pay",improving the economic status of teachers.Even though the national unified basic salary standard and a system linked to the salary level of civil servants ensure fairness,performance pay is still unreasonable in different regions due to their financial conditions and various living costs,which lacks of playing a full incentive role.In the future,we should give full consideration to the challenges to the salary system of primary and secondary school teachers brought by fiscal and taxation reform,population size change and educational informatization,and optimize cost-of-living compensation mechanisms to give local governments moderate autonomy while ensuring basic treatment,so as to achieve a fair,motivating,and sustainable salary system.

关 键 词：教师工资 薪酬制度 经济地位 

分 类 号：G635.1[文化科学—教育学]