A Comparative Study On Teachers’ Salary Management Of Two Public Elementary Schools In China And The United States

As an economic lever in the field of education,teachers’ salary can not only allocate human resources in the field of education,but also build a high-level team of teachers and ensure the stability of the team of teachers.It has far-reaching significance in stimulating teachers’ work enthusiasm,stimulating teachers’ innovative consciousness and improving education quality.However,the current salary management does not match the diversified salary requirements of teachers.Despite the continuous reform of salary management,it has not been well recognized.In practice,teachers’ compensation management of public elementary school in the United States has formed a certain theory and method,which has its successful and reasonable side.By comparing teachers’ compensation management in two public elementary schools in China and the United States,this paper analyzes their respective characteristics,reasonably draws lessons from some experience of salary management of elementary school teachers in the United States,absorbs them appropriately and draw on their strengths to make up for our weaknesses.It has certain value and significance for improving teachers’ salary management in HC Elementary School,further enriching the theoretical research results of teachers’ salary management in public elementary school in China as well as promoting the reform of public elementary school teachers’ salary management in China.Based on the discussion of the teachers’ salary management in public elementary schools in China and the US,this paper compares the development process followed by the salary management from the macro perspective and the specific salary management of the two schools from the micro perspective.By analyzing the similarities and differences between the two schools in post rank,salary composition,salary adjustment and salary payment,combined with the satisfaction survey of teachers of the two schools on the salary management of their schools,this paper summarizes four problems existing in the salary management of HC Elementary School:Narrow promotion channels and lack of fairness and transparency;Single salary structure and lack of effective incentive;Lack of salary external competitiveness and the salary adjustment is tough to achieve;Pay flexibility is not enough and can’t follow the pace of the times.Finally,the paper puts forward some suggestions to improve the teachers’ salary management of HC Elementary School:Adjusting the number of rank promotion,developing multiple channels simultaneously,paying attention to fairness and transparency;Optimize salary structure and establish long-term incentive mechanism;Multi guarantee salary adjustment,enhance external competitiveness;Increase the flexibility of payment and reduce the deduction amount of sick leave and personal leave,increase the deposit proportion of Insurance and House Fund reasonably.