A Study On The China University Teachers’ Salary Structure And Its Reform Tendency

With the intensification of international competition, high-level, high-grades and high competitive talents is becoming the key factor in promoting China’s international competitiveness and sustainable development. Core of cultivating innovative talents is the effort of university teachers in students training, however, nowadays university teachers’ spend more time on the output of research, then ignore the task of teaching and cultivating innovation talents reduces the quality of personnel training. So, explore the reasons and background of this problems, as well as propose the effective approach to solve it has important theoretical and practical significance.Core of teachers’ management is effective compensation management. Based on the relevant literature summarized, carding the theory as human capital theory, principal-agent theory and incentive theory, laid the theoretical foundation of the paper. By reviewing the university teachers’ salary structure reform history, analysis the formed background of current salary structure. And compare with foreign universities teachers’ salary structure for learning their mature experience in guarantee the teaching inputs, also found that the cause of this problem in colleges is the unreasonable salary structure. Further analysis from the elements set in salary structure and incentive mechanism in remuneration package, found the unreasonable parts, one is the low proportion of fixed salary and high proportion of performance pay in the current salary structure; the other is evaluation system over highlight the quantitative indicators, and both two parts guide teachers through research output to meet the performance indicators in order to generate more revenue, made teachers ignored the task of teaching and training innovative talents.To change the phenomenon of current college teachers spend more time on the output of research, then ignore the task of teaching, so, reform college teachers’ salary structure is necessarily. This article under the incentive-based salary structure, use the formula model and referred the non-quantifiable results to the performance evaluation of college, found that can reduced the probability of teacher engage less in teaching. Beside, made commitment contract with teachers through pay the extra salary can increase the teachers’ teaching input. Then, by visiting school Z, implement the original salary system, and school G which pilot perform the annual salary system in university H, knows under different salary systems in actual practice the development state of school, teachers’ work condition and so on, verified the above assumptions. According to the results, proposed that the annual salary system pay structures can solve the existing problems, and as the direction of the reform of pay structures is reasonable. Finally, this article put forward relevant policy recommendations to the reform of China university teachers’ salary structure, aim to help improving college teachers’ work performance.