On Internal Compensation To Higher Vocational College Teachers

Higher vocational colleges, after a new round of extensive construction and resources integration, are facing more challenges to realize healthy, rapid and sustainable development. Among the challenges a big concern is to intensify internal management reform and bring teachers' potentialities into full play.In Jiangsu Province the large-scale and rapid development of higher vocational education has brought the teachers separate title evaluation and training system, which has somehow inspired them with subject consciousness. However, the back lagged compensation and incentive system are actually weakening the morale in the teaching group.With the research question to be addressed, this study aims to forward a specific Internal Compensation Model to higher vocational college teachers based on theories of personnel management and incentive as well as a review of current compensation study at home and abroad.Therefore, a survey of compensation and incentive systems was conducted in five higher vocational colleges in Changzhou Science and Education Town involving the overall index, effective, extrinsic and internal compensation indexes, and contingency etc. The major findings of the study are as follows:(1). The relatively low satisfaction degree shows that more efforts should be made to intensify the reform of compensation and incentive systems in higher vocational colleges. (2). Most of the interviewees hold their own spiritual values instead of material pursuing and believe that income is not the only measurement of success. (3). The fairness of compensation system remains the main element of reform. The current performance assessment is not effective, operational or pertinent and has a negative impact on the incentive results. (4), Excessive income differential makes it more difficult for the youth to meet the living standard. The principle of "teaching staff the first" has not been implemented effectively while all staff expects more from further reform. (5). Pressures in higher vocational colleges are mainly from teaching process. Teachers cherish their peaceful and secure life as well as training and researching opportunities, and value their mental attribution in a harmonious working environment. It can be concluded that internal compensation is a key to the reform. (6). Education and professional background are remarkable variables; age and title are not very remarkable; sex and role are not the variables. The study also has some implications for the reform:1. Implement the "human-oriented and ability-oriented" policies when distributing the opportunities of continuing education.2. Implement the "contingency incentive" policy when assessing teachers' teaching performance and social service.3. Implement the "preferential need incentive" policy when boosting teachers' morale.