应对“绩效”给学校带来的新挑战

• 作 者: 丁杰
• 机 构: 江苏省苏州市第五中学,
• 出 处: 教育视界
• 发表日期: 2015年23期
• 关键词: 绩效工资制度 工资待遇 绩效考核评价 教代会 教育教学规律 职业幸福感 差异相 育人目标 流水线作业 考核方案

学校实行绩效工资制度,对于依法保障教师工资待遇,激发广大教师积极投身教书育人事业,吸引优秀人才长期从教、终身从教,有着十分重要的意义。对于学校来说,此项制度如果实施得好,可以实现学校和教师“双赢”。反之,就有可能妨碍教师队伍建设和学校健康发展。应对绩效工资制度给学校管理带来的新挑战,笔者认为,需要着力做好两件事。

The implementation of the performance pay system in schools is of great significance to ensuring teachers’ salaries in accordance with the law, inspiring teachers to actively devote themselves to teaching and educating people, attracting talented people to long-term education and lifelong education. For schools, this system, if implemented well, can achieve “win-win” for schools and teachers. On the contrary, it may hinder the construction of teachers and the healthy development of the school. To cope with the new challenges brought by the performance pay system to school management, the author believes that two major tasks need to be focused.