| According to the "Guidance on the implementation of performance salary in compulsory school ", the performance salary system had been implemented in compulsory school since 1st, January 2009, which fully reflects a high respect to as well as warm care of the massive teachers from the CCP and the government, is expected to motivate teachers to devote themselves to the course of education. It has been an utmost urgent proposition on how to make good use of this chance of incentive mechanism reform to achieve the set goal.The implementation of the teacher performance pay system is not only a major reform in school but also the first of three steps of reform in public institution. Therefore, the study on it will help to promote the follow-up. There are lots of research achievements which are quite mature in other areas and some study has already been carried out in the field of education in foreign countries. After reviewing the previous literatures, author try to analyze the exposed problems during the implementation process, combined with the discussion on the history of pay system reform of Chinas primary and secondary school teachers, relevant laws, regulations and policy.In order to find more targeted incentives for teachers, author performed an investigation on the existing status. It can be seen from the survey that with numerous reform related proposals unveiled, the new system had been adopted by the majority of schools already. Practice has proved that the new performance pay system do help to improve the incentive mechanism for teachers, besides, it play an important role in guiding to mobilize the enthusiasm and creativity of teachers .Although the effect of the reform is not the same and there is no consistent pattern and order for the incentive mechanism, due to the differences among schools and regions, but there are many common factors, which author can draw on to propose certain long-established scientific effective incentive mechanism for teachers . |
PDF Full Text Request