| Since January 1, 2009, the central government in compulsory education schools to implement performance salary allocation policy, it is insisted on compulsory education priority development strategy of another major move, fully embodies the our country on the cause of compulsory education attaches great importance to and can be an effective way to improve the teaching quality, and effective measures to stimulate the teachers’ teaching work enthusiasm.Conducive to guarantee teachers’ income level, arouse the teachers’ active in teaching career.Jiangyin city school teacher performance pay that is not compulsory education phase was formally implemented in 2013, in the past a few years time, the society for teachers’ performance salary to give a high degree of attention and discussion, the teacher the profession, for performance pay adjustment this relationship to more attention to their vital interests.The school teacher performance pay in 2013 began to implement step by step.Since the implementation of performance pay exposed some problems, mainly teachers think awarding performance pay schemes of imperfect, lack of fairness, teachers’ enthusiasm is not high.Thus caused the between teachers and teachers, because between the teachers and school leaders awarding performance pay unfair distribution of contradictions.This is about to awarding performance pay schemes of original structure, rewards and punishments projects and lines, teachers’ personal development motivation, etc to make the necessary changes and adjustments.Some bonus adjustment of performance pay schemes to comply with relevant laws, regulations and the superior policy, in the range of possible adjustments according to the actual situation.In this paper, some bonus to jiangyin business school performance pay plan to carry on the design research, in the process of thesis writing and research through survey method, literature research methods, such as combining the theory of performance pay learning research, down-to-earth.Aiming at the school now awarding performance pay schemes that exist in the content structure is unreasonable, lack of fairness, problems such as insufficient incentive to carry on the comprehensive analysis, and on this basis to make the adjustment after the awarding of performance pay schemes can give attention to both fair, and can promote the enthusiasm of teachers and so on a series of questions put forward the corresponding suggestion. |
