摘要
我国教师聘任制改革历经专业技术职务聘任制、岗位聘任制与劳动合同聘用制三个阶段,如今各校实践虽有些纷乱,但大致轮廓初现端倪。在这一由政府发动与推动到高校自主探索的改革过程中,还存在一些有待澄清的基本问题,包括按需设岗和履约管理的困境、薪酬分配与考核评价过程中的悖论等。就长远而言,准聘长聘制度是未来我国高校教师人事改革的基本方向,但对新旧政策过渡与转换过程中的众多问题需要充分预估和未雨绸缪。
China’s academic appointment system reform has undergone three stages:the system of professional and technical position,position appointment system and labor contract system.Nowadays,the general structure and outline appears although the practice of different universities are somewhat chaotic.In the process of reform initiated and promoted by the government to the independent exploration of colleges and universities,there are still some basic problems to be clarified,including the dilemma of setting posts based on requirement and performance management,the paradox in the process of salary distribution and academic evaluation.In the long run,the system of quasi-permanent employment is the basic direction in the future,but many problems during the transformation of old policy into new one need to be fully estimated and planed ahead.
作者
阎光才
YAN Guangcai(East China Normal University,Shanghai 200062;China Association of Higher Education,Beijing 100191)
出处
《中国高教研究》
CSSCI
北大核心
2019年第10期1-9,19,共10页
China Higher Education Research
基金
国家自然科学基金面上项目“高水平大学教师的职业压力、学术激情与活力研究”（71774055）的研究成果
关键词
高校
教师
聘任制
改革
colleges and universities
faculty
appointment system
reform
