Research On Teacher Salary Incentives In LY Independent College In Yunnan Province

The emergence,establishment and development of independent colleges and universities is an attempt to innovate the model of higher education in the reform of the management system of China,adapting to the needs of gradual massification of higher education in its rapid development.It not only makes up for the shortage of financial expenditure on higher education,but also promotes the diversification of different directions for talent training and provides talents for the whole society.Although independent colleges have achieved rapid development in recent years,they still face various difficulties and challenges in the fierce market environment.Teachers’ salary level is low,while the effect of salary incentive cannot be realized,which makes teachers more mobile and remain in a disadvantageous position in the competition with other universities.It is the primary key for independent colleges to ensure the stability of faculty and creating a first-class faculty.Independent colleges need to focus on strengthening the design of salary structure,salary incentive,performance assessment and a series of other measures according to their own development characteristics,combined with teachers’ education level,title structure,research level and teaching ability,so as to establish a perfect and reasonable salary incentive system,strengthen the talented teachers team.Only in this way can independent colleges develop steadily.This paper discusses the teacher salary incentive issue of LY College,an independent college in Yunnan Province,by means of literature analysis,interview method,case analysis and comparison method around domestic and foreign salary incentive theories.The analysis shows that there are many problems in the implementation status of the teacher salary incentive system in LY College,including inflexible salary incentive system,lack of incentive effect,unreasonable performance appraisal and low salary satisfaction.Based on the analysis of reasons,it proposes the optimization measures,mainly including the establishment of "strategic salary" thinking,the formulation of a scientific and effective salary incentive system,the adoption of KPI performance evaluation theory system,and the improvement of teacher salary in LY College.LY College should put the optimization measures into practice,so as to make the college develop better,while providing some reference value for the construction of teacher salary incentive system in other independent colleges.