摘要
高校教师岗位分类管理制度不同于过去的以"人"为中心的传统人事管理制度,而是以"教师岗位"为中心,围绕"教师岗位"的分类设置、聘任、考核、评价、激励、发展、退出等进行的一系列制度设计。国外一流大学在教师岗位分类管理方面有很多成熟的经验,目前我国不少高水平大学也在借鉴这些经验进行教师岗位分类管理的改革,但是还存在着教师岗位边界不清、分类设置随意、学术近亲繁殖、考核方式单一、支持体系有限、退出机制不畅等问题。规范教师岗位的分类管理,实现教师队伍的稳定性和流动性有机结合,使自由发展和竞争压力并存,方能建设一支高水平的、充满活力的高校教师队伍。
The system of categorized management for university faculty, other than traditional human- centric personnel management, is designed for a series of position-oriented schemes such as classification establishment, appointment, assessment, evaluation, motivation, development, withdrawal, etc. Referring to successful experience of foreign first-grade colleges, many high-level universities in China are conducting a reform of faculty position categorized management at present, but issues are reported about the system on obscure position boundary, random classification settings, academic inbreeding, unitary assessment, limited support, and unclear withdrawal etc. We should bring the issues to a close by strengthening research, standardizing the management of faulty position to build a fully motivated university faculty of high level by combining stability and mobility, free development and competition.
出处
《四川大学学报（哲学社会科学版）》
CSSCI
北大核心
2014年第2期127-136,共10页
Journal of Sichuan University：Philosophy and Social Science Edition
基金
四川省社科规划项目"高校教师岗位分类管理研究"(SC12B043)
四川大学中央高校基本业务费学科交叉与交沿研究重点项目"高校教师岗位分类管理及多通道职业发展研究"(skqy201211)
关键词
高校
教师岗位
分类管理
higher institutions, university faculty position, position categorized management
