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绩效工资是一种激励措施。近期一项对教育局长的调查显示,当前89.3%的地区中小学实施绩效工资,对于调动教师积极性的效果较不理想,以致疑虑滋生,推进乏力;但91.7%的地区并不想放弃这一制度,而是希望改进后继续推行。局长们为此提出改进绩效工资建议;天津市东丽区开展了卓有成效的工作。综合分析认为,绩效工资制度需要改进,但对教师的激励不能单纯地依靠绩效工资;要深化对激励制度的理解,要整体改善育人环境,要为教师自主发展搭建平台。
Performance pay is an incentive. According to a recent survey conducted by the Education Bureau, the implementation of performance pay in primary and middle schools in 89.3% of the regions is less satisfactory in mobilizing the enthusiasm of teachers, resulting in suspicious growth and weakness. However, 91.7% of the regions do not want to give up this system, It is hoped that the improvement will continue. To this end, the directors proposed to improve the performance of wages; Dongli District, Tianjin carried out fruitful work. Comprehensive analysis shows that the performance pay system needs improvement, but the incentive for teachers can not simply rely on performance pay; to deepen the understanding of the incentive system, to overall improve the education environment, to build a platform for the independent development of teachers.