College Salery System Based On Perfermonce:Status Quo And Solutions

Institutions of higher learning in China affect the widest range of public institutionsrelated to education development and level of development of the whole country. The mainbody of university teachers as institutions of higher learning, enthusiasm for their work andcreativity and income distribution system has a great relationship. The16th CPC NationalCongress and the Third Plenum of the income distribution system clearly put forward thereform of public institutions to improve the normal wage adjustment mechanism, theprogressive realization of the income distribution, scientific and standardized. Since July1,2006, the implementation of job performance wage system. Three years later, the decision ofthe State Council executive meeting, since January1,2010, colleges and universities began toimplement pay for performance system. Implementation of the system of colleges anduniversities pay for performance on the healthy and rapid development of the national causeof higher education and the college faculty of the120million wage structure and incomelevels had a significant impact: on the one hand, the pay for performance system of universityhuman resources management concepts and brought profound institutional changes, mobilizethe enthusiasm and creativity of our faculty, an important role in the construction of thecollege faculty, personnel training, teaching and research output, the promotion of universityteaching and research career development, etc.; the other hand, the design of the system itself,result in the implementation of the process of resistance is too large, to a certain extent affectthe realization of the expected results of the performance pay system. Therefore, to investigatethe actual situation of the colleges and universities to implement pay for performance system,sort out the problems in the university pay for performance system implementation, to findthe reason for these problems, and propose targeted solutions, is a real and urgent, is alsopursued the goal of this study.On the basis of literature searching, in-depth analysis of the connotation and denotationof the performance pay system, and our colleges and universities throughout the evolution ofthe wage system based on the chronological review will be divided into three stages: theplanned economy period (1949-1978), the level of the administrative-oriented wage system;reform and opening up (1979-2006), job-oriented level wage system; reform in depth period(2006-present), performance-oriented pay for performance system. On this basis, focusingon analysis of current college performance wage system exist several major issues: First, alower level, quite different; two goals are not clear, the foundation is not solid; the standardscientific center of gravity is not prominent; Fourth, the assessment of administrative, resultssignificantly alienation. The analysis shows that because of these problems: First, localeconomic development levels, the lack of financial ability to pay; Second, universities,colleges, subjects and teachers of their core competitiveness; again the support of UniversityHuman Resources strategy lag; Finally, colleges and universities functions of the intangibleand long-term. Finally, in contrast to the analysis on the basis of the success or failure of theUnited States, Britain, Germany and other developed countries, colleges and universities pay for performance system, proposed to promote the implementation of China’s colleges anduniversities pay for performance system responses: firstly, the government financialallocations to universities and university performance are linked; is strategy-oriented,scientific allocation of university departments and posts; performance-oriented, and improvethe performance appraisal system of colleges and universities.