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教师劳动力市场和学校组织内部对比力量的落差、教师维护自身权益的管道缺失以及传统的学校管理观念和行为习惯仍束缚教师的思想和行为,致使学校内部难以建立起有效的激励机制和竞争机制,聘任制未能获得预期效果。在深化学校人事制度改革中,应由政府、学校和教师三方代表共同参与决策,在制定劳动法规、调整劳动关系、处理劳动争议等方面,政府尤需发挥其特殊角色作用,通过立法和公共政策介入来影响学校劳动关系,并运用监督、干预等手段以完善教师聘任制。
The gap between teachers ’labor market and the internal comparative power of school organizations, the lack of channels for teachers to safeguard their own rights and interests as well as the traditional school management concepts and behaviors still bind teachers’ thoughts and behaviors, making it difficult for schools to establish effective incentive mechanisms and competition mechanisms. Appointment system failed to achieve the desired results. In deepening the reform of the personnel system in schools, the tripartite representatives of the government, schools and teachers should take part in decision-making. In particular, the government should play its special role in formulating labor laws and regulations, adjusting labor relations and handling labor disputes. Through legislation and public policies Intervention to affect the school labor relations, and the use of supervision, intervention and other means to improve teacher appointment system.