I
摘 要
由于高校办学经费筹集途径多元化水平不断提高，尤其在收费制度贯彻落实之
后，教师收入提高可能性明显提高。因此一定要具备相应的绩效工资体系开展管理工
作。通过这种方式避免人才流失，调动教师自身工作积极性。

社会主义发展的新时期，国家对教育的投入是体现对国家未来的衡量，是决定社
会主义现代化的关键。国家的发展关键是人才，社会的进步核心是教育。然而现代的
高校教育依然存在诸多问题，教师队伍普遍反应强烈。因此，营造健全高校教师评估
体系非常的关键。当前时期评教体系内出现各种各样的不足，在达到学校规模不断提
高及教师综合素质不断提升的标准过程中，怎样借助合理的教师评估体系保持教师自
身工作热情，能够产生非常关键的影响。现阶段教师绩效考核环节内这种情况为非常
常见的，一般将量化崇拜当成具备代表性的考核评价机制，现阶段产生的各种问题，
必须变作研究人员关注的焦点：是不是将造成无效劳动及重复劳动，给科研工作的顺
利进行造成明显的阻碍。同时，由于当前高等教育慢慢由先前的精英教育朝大众化教
育发展，因此一定要营造健全的质量评估体系。怎样从开展合理激励前提之下在高校
教师绩效工资开展系统调研，变成了高校治理非常关键的组成部分。

作者在上述情况的基础上，第一步在绩效工资的概念以及我国高校实施绩效工资
的可行性进行了简单的分析，然后介绍了高校绩效工资改革历程，并分别以美国、德
国、英国案例进行分析，提出其借鉴意义，其次对 S 高校的绩效工资实施现状进行了
分析，并有针对性的提出具体的问题及对策建议，具有一定的借鉴意义。

关键词：高校教师，绩效工资，调查

III
Investigation on the Teachers’ Performance Pay
in S University
Abstract
In the new era of socialist development, the nations investment in education is the
embodiment of the measure of a country’s future and the key to determine the socialist
modernization. Human resource is the key to national development, while education is
the core of social progress. However, teachers generally respond strongly to the fact that
there still exist many problems in modern university education.
Therefore, it is very crucial to create a sound teachers’ evaluation system. Presently,
there are various kinds of deficiencies in teaching evaluation system. In the normal
process of expanding the scope of universities and improving teachers ‘ comprehensive
quality , keeping teacher’s working enthusiasm through reasonable teaching evaluation
system has a very important impact . This situation is very common within current
teachers, performance appraisal stage. The problem caused by taking generally quantified
worship for representative assessment mechanism must become the focus of attention for
researchers. For example , whether it will lead to a large number of invalid and
reduplicate work , producing a lot of meaningless and low-quality defects that lead to the
bubblization of academic activities of real theoretical and practical significance.
In this situation, the thesis gives a brief analysis on the concept of performance pay
and the feasibility of implementing it in Chinese universities, then introduces the reform
process of universities’ performance pay and puts forward its preference significance
through analyzing the cases in United States, Germany and Britain. It also analyzes the
current situation of performance pay implemented by Shenyang University and comes up
with targeted recommendations and concrete measures with certain significance.
Key Words: teacher in university, performance pay, investigation