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从2009年1月1日起,我国义务教育学校开始推行教师绩效工资制度。这对于依法保障教师收入水平,激发广大教师积极投身教书育人事业,吸引和鼓励优秀人才长期从教、终身从教具有重大意义。推行教师绩效工资制度,关键要解决好三个问题:增加财政投入,保障教师平均工资不低于当地公务员水平;完善考核办法,确保绩效考核指标不与升学率挂钩;统筹绩效考核工作,促进义务教育均衡发展。
From January 1, 2009 onwards, China’s compulsory education schools began to implement teacher performance salary system. This is of great significance to ensuring teachers’ income according to law, inspiring teachers to devote themselves actively to the cause of teaching and educating people, attracting and encouraging outstanding talents to long-term education and lifelong learning. The implementation of teacher performance salary system, the key to solve three problems: increase financial input to ensure that teachers not less than the average wage of local civil servants; improve assessment methods to ensure that the performance appraisal index is not linked with the enrollment rate; co-ordinate the performance appraisal and promote obligations Balanced development of education.