摘要
实施绩效工资制度是高校释放事业单位活力、体现岗位价值、激发个体创造力的有力手段。经过近年来的实践,高校绩效工资改革取得了明显的成绩,但通过调查和访谈也发现,目前主要还存在四个方面的突出问题:一是组织结构、岗位设置不合理,二是考核指标难以量化、不系统,三是绩效考核不真实、收入分配不平衡,四是绩效管理反馈机制不健全。进一步完善高校绩效工资制度,应形成科学的组织架构和岗位设置,建立全面的考核指标体系,完善基于绩效管理的分配制度,健全绩效管理反馈机制。
The implementation of merit pay in universities aims at the energy release of a unit, the value reflection of a position and the encouragement of an individual＇ s creation. In the past few years, the reform of merit pay in universities has achieved greatly, but the surveys and interviews show the following four deficiencies. One is that the organization structure and post setting is unreasonable. Two is that the assessment index is hard to be quantized and seems unsystematic. Three is that the performance check is often unreal and the income is unbalanced. Four is that the feedback system imperfect. A more perfect merit pay system requires a scientific organization structure and post set, a full assessment index, a better distribution system and a sounder feedback system.
出处
《当代教育论坛》
2015年第4期76-81,共6页
forum on contemporary education
基金
四川省教育厅2013年度重点课题"地方高校绩效工资实施现状与对策思考"(项目编号:13SA0093)的阶段性成果
关键词
高等学校
绩效工资
问题
对策
university
merit pay,deficiency
countermeasure
