The Optimal Design And Implementation Of Teacher’s Performance Pay Reform In Higher Vocational Collages

With the deepening of the Reform and Opening up, public institutions, includinghigher vocational colleges, have also conducted reforms of their organs and personnelsystem. But compared with enterprises, the salary system of public institutions hasfallen behind, which seriously impaired public institutions’ contribution to economicdevelopment. In this context, it is urgent to establish a salary system that not onlyadheres to distribution according to work but also embodies efficiency and equity.Therefore, in view of the successful and wide application of performance pay inenterprises, a variety of policies have been enacted to advance the performance payreform in public institutions. For instance, The Reform Scheme of Income DistributionSystem for Public Institution Staff, issued in2006, stipulated explicitly that publicinstitutions should execute performance pay; the State Council executive meeting,held in September2009, resolved that public institutions would implementperformance pay reform in three steps widely. According the request of variousdocuments, colleges and universities, being an important component of publicinstitutions, have begun to explore performance pay reform, which has gainedpreliminary development in a degree. But for such reasons as short time span, lack ofexperience, the performance pay reform in colleges and universities was notsystematic and perfect, which failed to mobilize the faculty’s initiative. Consequently,it is high time that colleges and universities of all levels further performance payreform so as to ensure its fairness, incentive, competitiveness and guidance.Resorting to such methods as literature review, empirical research andcomprehensive comparison, taking S College as an example, the thesis summarizesand analyzes the status quo of performance pay reform in higher vocational colleges,and puts forward some suggestions on optimization according to its existing problems.Firstly, the thesis starts with the relevant theories about performance pay andstraightens out the history and development tendency of performance pay reform inboth domestic and overseas colleges and universities. Secondly, the thesis makes acomprehensive analysis of the status quo of performance pay reform in S College, such as the income level and the percentage of performance salary, teachers’ opinionon its fairness, incentive and competitiveness, teachers’ expectation on the incomeand their suggestions on salary reform. The thesis also summarizes and analyzes theproblems emerged in the performance pay reform. Finally, guided by some principlesand referring to some successful practice of performance pay reform, the thesis comesup with some proposals to optimize the reform and guarantee its implementation.