| Although primary education is the basis for development of compulsory education, but according to the balanced development of the concept of human resource management for teachers still have to adopt appropriate incentives. From January 1, 2009 in China began to implement merit pay for compulsory education aims to improve the teacher’s salary, to January 1,2010, has carried on the comprehensive reform. So far, is still in fumble stage matching with a incentive system. Primary school teachers in Kunming city have been used the performance-related pay scheme of 2010, but it did not achieve the desired effect, the teacher’s enthusiasm has not improve much, even reduce the teacher’s work enthusiasm, the situation of "Eating big-pot roce" still exist. Therefore, how is effect of performance wage at present and how to pay the appropriate adjustments to ensure the satisfaction of teachers and promote the development of teachers for elementary school in Kunming city which promoting the improvement of education quality has a great practical significance.Through elaborate on the status of implementation of performance Panlong District Primary wage, defined the Panlong District Primary wage implementation of the performance problems:firstly, the performance salary satisfaction generally is not high, the teachers’ work enthusiasm is not high also. Secondly, performance-based pay implementation effect is not ideal and performance-related pay scheme design is not reasonable. Aiming at the problems in the present stage, this paper uses literature research, combined with field research and interviews with five schools sample, summarized and described the implementation of pay for performance in Kunming primary school, and then use Eviews multivariate linear regression model showed that age, gender, job title and other individual factors still affecting teachers’ pay for performance, a key factor in the standard workload, wages, school organizational culture and working environment also affect the performance of payroll. Finally, from the performance salary, incentive mechanism, evaluation standard is scientific, fairness and transparency of performance appraisal, performance evaluation and supervision of primary school teachers in Kunming, performance-based pay implementation Suggestions and countermeasures are put forward. |
