On reform of higher education teaching post employment practice and thinking

Abstract: This article from the job appointment of teachers significance of the reform, the core concept and the implementation of the key indicators in the analysis and sort out the proposed job appointment of teachers in colleges and universities uphold the development priorities, taking into account the interests of all parties, based on the establishment of qualifications, performance, jobs combining the operating mechanism.

Keywords: Higher Education teaching post appointment system

College teachers, Higher Education job job appointment is set up the reform of the important management reform is to strengthen the construction of teachers colleges and universities important measure to implement the purpose of this reform is to update our concept, change the employment system, create an enabling environment to stimulate teachers enthusiasm and creativity will help motivate outstanding talent of the new human resources development and management system and operation mechanism. job appointment of teachers colleges and universities of the personnel system as another significant change, the reform will inevitably involve the practice of human resources the important issue of management philosophy, combined with the reform of teacher job appointment practice, the analysis of these issues in depth discussion of reform to further improve the job appointment of teachers to promote Higher Education administration positions for smooth implementation of reforms, are of great significance.


First, Higher Education teachers, job appointment reform in mind
Teachers with teaching post refers to the professional and technical positions (often referred to as titles in the job appointment of teachers colleges and universities to implement the reform is to make its significance in the development and management of Higher Education teachers resources to achieve five changes: First, the teacher positions set by the person Shegang Shegang career development needs to change by the second, the teachers job to job by the management of identity management changes the teacher is no longer a job title, a status, but with a clear mandate and job responsibilities of the position Thirdly, the teacher tenure system positions from the tenure change to the fourth, appointed by the university teaching post within the closed society of the appointment of management to open for the management of change. Fifth, teachers employed in the evaluation of job re-oriented by the accreditation visit to the ability to shift weight to perform their duties this end to establish the industry as the main talent peer evaluation system. job appointment of teachers to implement reforms aimed at changing the management system over the last teaching position, to establish a "merit-based competition", "staff can be hired, "" position promoted or demoted, "" treatment can rise or fall ", have a competitive incentive function of the personnel system.


Second, the concept of higher Education teachers, job appointment Analysis
Institutions of higher learning in the process of appointment of teachers in post, has been inconsistent in both interest-oriented concept of wandering, namely: the reform of teacher job appointment is a "job" (or say the "thing" as the center, or to "people" oriented.. This case on its own two concepts are reasonable, but in practice, but contrary to the existence of interest-oriented problems, these two concepts it is necessary to carry out careful analysis, that the proper co-ordination in practice Both the interest-oriented basis.

1, on the "status" (ie "things" as the central concept of analysis
Teacher job appointment should be "status" as the central concept of modern personnel administration from the job classification system theory. Job classification theory is the basic point of view "because the incident Shegang" and "post selection" and its basic elements including the job nature of work, simplified ease of responsibility of the size and the required qualifications. Set in post position classification theories advocate on-demand Shegang, a job is a specific emphasis on jobs, jobs must be set according to the organization's goals and performance requirements, according to the career development need to set the appropriate positions, not based on the organization who is located in what post, in appointment of staff who emphasize job competency needs of objectivity, choice advocates want to post people's qualities and abilities to meet job needs, and its orientation is the pursuit of organizational performance maximization.

Job appointment of teachers, higher Education reform is to address the teacher title appraisal problems that exist in life-long tenure, the people set up things the problem, low efficiency and so on, to build the highly competitive employment mechanism, to further improve the quality of teaching in higher Education and operating efficiency. Thus, the reform of teacher job appointment from the job classification system design theory. This theory has its own scientific and rational, but in practice really effective in promoting the development of higher Education, improve teaching quality and efficiency of China's higher Education in recent years to the development by leaps and bounds, and colleges and universities to implement a performance-oriented organization and teacher job post appointment system has a direct relationship between the appointment system.

See job classification in the theory of positive role, should also see another aspect of the problem. Job classification is concerned that "something" and organizational performance, but rather the expense of the most dynamic and creative "people" attention. all things have to rely on people to do, the enthusiasm of people was how to play a crucial impact on organizational performance.

2, on the "people" as the central concept of analysis
"People-centered" management is not only the laws of human behavior, but also has a solid theoretical basis, first, people are productive elements of the elements play a decisive role in this is the classic Marxist theory of production and object of labor is social productive forces of the material elements. things must be mastered, can become a productivity and advanced production tools, inventions, the discovery of a potential object of labor, new materials development, rely on the wisdom and talent second, "Science technology are primary productive forces. "This thesis further highlights the people, especially the role of high-quality people. people-centered philosophy emphasizes respect for human beings and to inspire people's enthusiasm in the history of social progress and development, people always is the most important determining factor in employment and job duties of teachers set up management reform process, not just focus on "things", but to pay attention to the protection of people and inspire enthusiasm. such duties under the ideological guidance of the teacher focuses on the history of the appointment make contributions, there are qualified teachers for many years to pay the old a recognition, but also an inheritance of past practice and continuity will help build a harmonious society, reducing the implementation of a senior appointment scholars, professors of contradictions, but also to achieve the old comrades in his later years as a security because of the current social security system is not perfect, institutions of social security is totally dependent on the number of retiree premiums, while employed with the retiree premiums are directly related jobs, should the emergence of low-employed vocational , will appear professor position at retirement by low-wage execution retiree premiums, which the old teachers against too large. Such programs take full account of the old teacher's qualifications factors, is conducive to a sense of security, a sense of community to respect the situation But this scenario is not conducive to mobilizing the enthusiasm of young scholars, the dominant factor in the pattern of qualifications will inevitably lead to a large number of outstanding young scholars do not have room for upward mobility, prone to brain drain, overstaffing unfavorable situation, and last long, is not conducive to school disciplines and academic development. University of competition is that the reserves of talent and intelligence personnel into full play, should have lost the incentive and restraint mechanisms, the school is not conducive to long-term development.

Sum can be seen, one-sided emphasis on the appointment or by post to uphold the identity of a single appointment and can not reflect the university scientific and harmonious development of the requirements of reform in teacher appointment, should adhere to the essence of development, taking into account the identity, qualifications, appointment distribution system to ensure teachers' appointment in the overall framework of duties and harmonious, stable manner.


Third, the reform of higher education teachers, job appointment significance of thinking
Appointment from the implementation of the reform of teaching post on the original meaning analysis, the concern is the improvement of work efficiency and the rapid development of university career. Marx's development of human society has done a brilliant description: human society in general need to go through three stages: the person to person dependent phase, to objects based on the dependence of people's independence period, the full and free development of free personality stage relative to the agricultural civilization that people's dependence on stage, in the era of industrial civilization things that people dependent on stage, "people's value to be materialized, and things become a yardstick to measure and evaluate people." only to the socialist and communist society, human nature to achieve a reversion, then the real start of a people-oriented the development of a new realm. China is currently in the primary stage of socialism, which transcends merely human has not completely rely on the material, but the nature and value targets Shekuaizhuyi, determined that we must also have the people-oriented as the central idea of ​​economic and social development, As the central values ​​of the socialist modernization drive. At this stage, to maximize the effectiveness of the work and the pursuit of the cause of the rapid development is the development of the necessary requirement, but the nature and value of the socialist goal of requirements, must focus on social harmony and human comprehensive development of the teacher job appointment significance of the reform is not limited to the establishment of merit-based competition, who can be hired, promoted or demoted position, treatment can rise or fall of the personnel system, but both have a competitive incentive to build a functional, but also to fully mobilize the enthusiasm of teachers, help teachers in the career development process to achieve full development of individuals, is conducive to outstanding talent of the employment system.

This sense, the reform of job appointment of teachers, greater emphasis on changes in the concept, while attention to the stage of historical development and inheritance. While we see the various stages of the appointment of teachers on the concept of duty, great changes have occurred, But the reform process have a common characteristic, that is the subject of reform in the removal and contrary to some traditional practices, while focusing on the succession and continuation of the previous system, concerns the reform process of sorting out the interests of people at all levels and balance, to avoid too radical new measures due to the interests of all of the main result in the full opposition. If this, then even if the concept is reasonable, then the mechanism will also be due to lack of scientific basis of practice and abortion, or even if the implementation did not achieve the objectives of the reform Therefore, job appointment of teachers in implementing the process, by specific actors should fully consider the unit's actual situation, respecting the interests of teachers demands, insist on "position, as the combination of" the employment model in order to achieve employment the efficient implementation of the system.

Fourth, the new historical conditions, the construction of teachers' job appointment system
Job appointment of teachers to clarify the concept of operation, will help guide the specific practice. But we should be clear, this is a far cry from the specific operations, so the content still needs to be considered, there are many, such as scientific evaluation system set up, selection and appointment of teachers of teachers thought the public mobilization, but this article focuses on the establishment of qualifications, performance, jobs combining the duties of the appointment system on the substantive issues to consider in working conditions should be established as a precondition of scientific positions, working experience (seniority-based, performance-focused employment evaluation system. Links to free download http: / / www.hi138.com 1, job appointment of teachers of science Shegang is a prerequisite for successful
Set reasonable job directly related to the configuration of various types of school resources is reasonable, related to the job appointment of teachers, the success of Science set the posts, optimize the structure, help to break the teachers job "tenure", seniority and egalitarian phenomenon, making the teacher only to their own teaching and Research to fight for the right to appoint the corresponding positions. reasonable to set teacher ratio and number of jobs job structure must adhere to the following basic principles: First, the demand Shegang and optimization Gaoxiao principle the development of the school to discipline, Teachers and teaching based on Research tasks, in line with the principles set optimization high official positions at all levels, be a result of the incident Shegang, according to post employment, post incident line, personnel affordable. The second is to ensure that priorities and taking into account the general principles post set to focus on the development needs of school, while the general subject by teaching and Research missions and schools need to set the actual development of the corresponding positions. Third, taking into account the principle of relative stability and flexibility. Positions set to remain relatively stable, especially at senior positions must be strictly controlled. Fourth, the dynamic adjustment and gradually put in place principles set properly handle the job status and long-term professional development of team relationship, and proceed from the practical and realistic, according to the discipline development and planning for dynamic adjustment of school goals, and actively promote, secure the transition, gradually put in place the same time, jobs have to leave room to ensure discipline development and introduction of talents needed.

2, the working experience (seniority-based scientific evaluation of the person is the basis for the implementation of job appointment of teachers
The working experience (seniority-based employment is not in accordance with identity, but rather as one of the factors considered as induction, according to the different working hours, conditions of appointment will be divided into different levels in this qualification to working closely with the results , professor of three post as professor positions for 10 years and under 5 years of teaching, Research requirements naturally can not equate to a certain extent on the performance difference, and thus be able to fully take into account the old professor, scholar's contribution for many years and also applicable to for talented, capable young scholars have room for upward mobility, the maximum extent possible to ensure the needs of various stakeholders. For indeed there are major scientific and technological innovations of the young teachers, although in office can not meet the qualifications required for posts, but this time can not follow the status of a single dogmatic mode of thinking can be employed by way of a low Vocational Gao appointment to effectively mobilize the enthusiasm of all ages.

3, performance is a key factor in the appointment posts
Job classification based on the theory, different positions should have the appropriate quality and ability, the quality of higher education teachers, job appointment and ability to engage pre-service, primarily through performance over time to reflect, therefore, performance in terms of employment set in , will occupy the main weight, a key consideration factor. To avoid the appointment of teachers to become only the heavy duty Research, light teaching, emphasis on quantity, light quality synonymous with the performance should have a more in-depth knowledge and understanding, only to fully tap their content, in order to ensure that the content focuses on the appointment, rather than the form. performance is defined as a period of time before the appointment of teaching, research, construction and other academic achievements in scientific research or to obtain, so performance is multi-faceted performance, scientific aspects of performance rather than a course, we can within the different people in different groups of teachers, the actual situation, set the bias professor teaching job or biased research professor positions, but this should be considered more teaching or research results. to performance as the induction center, designed to re-establish the performance, contributions to the appointment of talented tilt mechanism. In order to achieve this goal, scientific setting working conditions and job responsibilities is a key. This should follow the following principles: (a specific research university teaching and research staff the actual existing level, targeted to make the job of teaching and research of the requirements. For teaching positions is more emphasis on teaching conditions of employment and job responsibilities and research positions emphasizes the elements of scientific research, (b properly handle the academic performance of team performance and individual members of the relationship of the academic team building in a prominent and leading role in the individual should be reflected in the appointment, (c Dr. Xiang point, the construction of master's degree tilt principles in doctoral, master's degree in construction have made outstanding contributions in the appointment of individuals to be tilted in a position to mobilize teachers to participate in individual and school academic standards to improve scientific research combining the enthusiasm, ( four changes in weight of scientific research, light teaching ideas, the establishment of the teaching and research, and other disciplines into account the performance of the appointment system, (five fully emancipate the mind, so the only example in upholding office on the basis of seniority, for there talent, the ability to employ bold young teachers can form a respect for talent, the courage to use the talent, good professionals with sound operational mechanism.

4, complete set of policies to protect
Each system reform are necessary to have appropriate policies to meet the matching in order to ensure that the requirements of the reform to be implemented. Job appointment of teachers reform involving wages, social insurance, assessment and other aspects of the system interface and with each other. In this paper, From setting the wage scale, teachers, and teachers out of old age protection mechanisms are described.

Teacher job appointment focuses on solving job grading and classification, but the grading and classification of positions and teachers but also closely linked to my treatment and if the implementation of the qualifications, performance, job duties of a combination of appointment system, to demand jobs classification to distinguish different situations to be taken into account, but also the design of the pay system to be fully taken into account, to pay attention to overcoming the design of the vertical level of the wage structure too much emphasis can not meet the low-post personnel needs of high-grade positions , the drawbacks of lack of flexibility, combined with broad-based wage structure, the superior characteristics of the design through overlapping wage, low status and treatment of balance between Gao, dilute the distinction between the treatment of post grades, to ease the reform process efficiency and equity contradictions between.

The teacher is teaching position in his later years to protect the proper meaning of the appointment of reform in teacher job appointment process of reform, the old teacher working conditions in job responsibilities and a slight tilt, as can serve to reduce the time and conditions of job responsibilities requirements, in recognition of contributions to the old teacher for many years in the case, the performance requirements of incentive to be rich. only solution for older teachers the knowledge, ability, energy constraints and the young teachers can not equal competition, but only through the efforts by giving The job responsibilities required to achieve the teaching profession slack to avoid the phenomenon of old age.

Government teachers exit mechanism to be considered. For many years to do the old teachers should contribute to the social security system to be considered by the government, the old teacher for many years worked full account of the actual situation, to ensure that their retirement benefits after retirement reasonable to resolve the old low-employed vocational teachers brought a lot of contradictions, to build a harmonious, stable teaching post appointment system.

In summary, job appointment of teachers in colleges and universities adhering to development priorities, taking into account the interests of all parties, based on the establishment of qualifications, performance, job combining mechanism is in line with the operating requirements of the times, in line with the actual development of universities, is consistent with the harmony the inherent requirements of the community, but we also realize that the three teachers with job appointment is not the whole picture, the effective implementation of teacher job appointment needed a lot of support mechanisms, such as the scientific evaluation mechanism, effective social protection mechanisms, positive and reasonable procedures to assist the operation, but also respond to teachers in the old ideas and new initiatives and actions on the mental fluctuations, to deliberate, attention to detail, to prevent the agitation produced by a small butterfly effect and bring disaster to the overall situation, to ensure that teachers job appointment system fully and smoothly implemented.


The paper by the Beijing Higher Talent is strong teaching program, "team building program management innovation" project "Beijing municipal city administration university teachers sustainable development research" funding.


References:
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