Study On Optimization Of Teacher Performance And Pay System In Jilin Development Vocational College

The newly revised Law of the People’s Republic of China on Vocational Education was implemented on May 1,2022,which is the first major revision in 26 years,not only reflects the importance the Party and the State attach to vocational education,but also provides a strong support for the reform and development of vocational education in China and improves the social status of vocational education.This paper takes Jilin Development Vocational College as the research object,which belongs to a private higher vocational college in Jilin Province,and is trying to improve the quality of college operation in the context of the national promotion of vocational education development.The construction of faculty is the core competitiveness of the college in the process of development,and a reasonable teacher performance pay system can stimulate the teachers’ work enthusiasm.Through analyzing the current performance pay system of teachers,we found that the performance management system has not formed a complete process,the implementation process of performance appraisal is unreasonable,the application of performance appraisal results is not sufficient,and the feedback mechanism is not perfect.In terms of the salary system,there are problems such as unreasonable overall salary structure,low basic salary level,lack of internal fairness in performance salary,and lack of flexibility in setting benefits.This has led to the phenomenon of insufficient incentive of performance pay,high teacher turnover and low motivation of work.Therefore,it is urgent to improve the performance pay system for teachers in the college.Based on the actual development concept of the college,systematic optimization is carried out in three aspects: performance management,salary management and welfare allowance.Firstly,the performance management should evaluate the teachers’ work performance comprehensively,and design the performance assessment indexes from three aspects: teaching,research and management,and design the indexes more personalized and the subjects of assessment more diversified.Secondly,the design of salary management should improve the competitiveness and attractiveness to teachers,optimize the salary structure,and apply the results of performance appraisal to the formulation of performance pay.Finally,the welfare allowance is divided into material and immaterial,and as far as possible,the welfare allowance is designed in a tiered classification,so that teachers can feel the college’s care for them and enhance their sense of work happiness.Finally,the four aspects of organization,system,culture and economy are also used to ensure the smooth implementation of teachers’ performance pay program.Through the study on the optimization of the performance pay system of teachers in Jilin Development Vocational College,it is expected to motivate teachers to be more actively involved in the teaching work of the college,to improve their teaching,research and practice abilities,and then to cultivate more highly qualified skilled talents with strong abilities and good moral character to ensure the development of the college to endure.