OECD国家改善初中教师工资待遇的策略
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摘要
教师的工资水平直接反映了教师在社会财富中的经济地位,对教师队伍的稳定有重要影响。提高教师工资待遇可以适度解决教师短缺问题。20世纪末,OECD各成员国面临初中教师短缺的紧急状况,具体原因为:初中教师职业吸引力下降;初中教师老龄化严重;初中教师中途离职现象较为普遍;部分地区、部分科目初中教师短缺。OECD各成员国从改善工资待遇方面做出了诸多努力,如实施多项工资制度,包括差别工资制、协商工资制、奖励工资制,使教师工资待遇得以提升,教师短缺状况得以适度改善。这些措施对我国改善初中教师工资待遇,建立总量逐渐提升、结构合理的初中教师工资制度,以缓解农村合格教师短缺,提升教师质量具有借鉴意义。
The salary level of teachers directly reflects the economic status of teachers in social wealth and has an important impact on the stable construction of the teaching staff. Improving teachers' salaries can appropriately address the shortage of teachers. At the end of the 20 th century, most OECD member countries faced an emergency situation in which junior high school teachers were in short supply. The specific reasons were the decline in the professional appeal of junior high school teachers, the aging of junior high school teachers, the seriousness of junior high school teachers leaving in the middle, and the shortage of junior high school teachers in some areas and some subjects. The OECD member states have made many efforts to improve teacher's salaries and implemented a number of salary systems, including the differential salary system, the negotiated salary system, and the reward salary system, which have enabled teachers to boost their salaries, and the shortage of teachers has been moderately improved. These measures might have implications for China to establish a salary system for junior high school teachers with a gradual increase in total amount and a reasonable salary structure, and to improve salaries, and to alleviate the shortage of teachers.
The salary level of teachers directly reflects the economic status of teachers in social wealth and has an important impact on the stable construction of the teaching staff. Improving teachers' salaries can appropriately address the shortage of teachers. At the end of the 20 th century, most OECD member countries faced an emergency situation in which junior high school teachers were in short supply. The specific reasons were the decline in the professional appeal of junior high school teachers, the aging of junior high school teachers, the seriousness of junior high school teachers leaving in the middle, and the shortage of junior high school teachers in some areas and some subjects. The OECD member states have made many efforts to improve teacher's salaries and implemented a number of salary systems, including the differential salary system, the negotiated salary system, and the reward salary system, which have enabled teachers to boost their salaries, and the shortage of teachers has been moderately improved. These measures might have implications for China to establish a salary system for junior high school teachers with a gradual increase in total amount and a reasonable salary structure, and to improve salaries, and to alleviate the shortage of teachers.
引文
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[22]北京师范大学国际与比较教育研究院.国际教育政策与发展趋势年度报告2013[R].北京:北京师范大学出版社,2013:10.
[23][35]OECD.Education at a Glance(2017)[M].Paris:OECD Publishing,2017:362,364.
[24][25][34]李政云,钟斯洁.发达国家中小学教师队伍建设现行政策分析[J].湖南师范大学教育科学学报,2012(5):72-76.
[26]OECD.Education at a Glance(2016)[M].Paris:OECD Publishing,2016:406.
[27][28]OECD.Education at a Glance(2015)[M].Paris:OECD Publishing,2015:428,436.
[29]Matthew D.Hendricks.Towards an Optimal Teacher Salary Schedule:Designing Base Salary to Attract and Retain Effective Teachers[J].Economics of Education Review,2015(47):143-167.
[30][44]李先军.美国中小学教师绩效工资制度的成功经验及其启示[J].外国教育研究,2013(5):103-111.
[36]Department for Education.Evaluation of Teachers’Pay Reform Final Report[R].London:Government Social Research,2017:24.
[37]Linda Darling-Hammond.Teacher and Leader Effectiveness in High-Performing Education Systems[M].San Francisco:Stanford Center for Opportunity Policy in Education,2011:1-35.
[38]OECD.Teachers Matter:Attracting,Developing and Retaining Effective Teacher[M].Paris:OECDPublishing,2005:5.
[40]姜金秋,杜育红.我国中小学教师工资水平分析(1990-2010年)[J].上海教育科研,2013(5):10-13.
[41]杜育红,刘平,杜屏.中国教育行业工资水平的纵向分析(1978-2010)[J].教师教育研究,2013(4):13-19.
[42]薛二勇.提高我国教师待遇的政策分析[J].北京师范大学学报(社会科学版),2014(4):11-22.
(1)购买力平价,是根据各国不同的价格水平计算出来的货币之间的等值系数。
(2)25—64岁的全职、全年工人,受过与教师类似的高等教育。
[2]王恒,李琼.如何吸引和保留高质量教师:国外教师工资研究[J].外国中小学教育,2013(1):30-35.
[3][4]OECD.Effective Teacher Policies:Insights from PISA[M].Paris:OECD Publishing,2018:141,142.
[5][6]汪怿.OECD国家紧急应对中小学师资短缺[J].外国中小学教育,2003(12):8-10.
[7][8][13]Moon Bob.Research Analysis:Attracting,Developing and Retaining Effective Teachers:Global Overview of Current Policies and Practices[DB/OL].http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.472.8545&rep=rep1&type=pdf.2007-7-20/2018-7-30.
[9]Doune Macdonald.Teacher Attrition:A Review of Literature[J].Teaching and Teacher Education,1999(2):835-848.
[10]Gerald W.Bracey.About That Teacher Shortage[J].PHi Delta Kappan,2002(1):331-334.
[11]朱晶晶.美国“密西西比州教师短缺法案”研究及其启示[D].重庆:西南大学,2012.
[12][15][31]Ladd.H.F.Teacher Labor Markets in Developed Countries[J].The Future of Children,2007(1):202-204.
[14][16][32][33]OECD.Preparing Teachers and Developing School Leaders for the 21st Century[M].Paris:OECD Publishing,2012:56,60,65,67.
[17]Robert W.Goman III.New Jersey Middle School Teacher Salary,Setting,and Job Satisfaction[D].North Carolina:Caldwell University,2017:23.
[18]OECD.教育概览2011OECD指标[M].中国教育科学研究院,译.北京:教育科学出版社,2011:425.
[19][39]越佳佳,刘牧.公立初中教师工资与教学时间的关系---基于OECD和我国数据的实证分析[J].现代教育科学,2017(10):79-84.
[20][21]OECD.Education at a Glance(2000)[M].Paris:OECD Publishing,2000:205,206.
[22]北京师范大学国际与比较教育研究院.国际教育政策与发展趋势年度报告2013[R].北京:北京师范大学出版社,2013:10.
[23][35]OECD.Education at a Glance(2017)[M].Paris:OECD Publishing,2017:362,364.
[24][25][34]李政云,钟斯洁.发达国家中小学教师队伍建设现行政策分析[J].湖南师范大学教育科学学报,2012(5):72-76.
[26]OECD.Education at a Glance(2016)[M].Paris:OECD Publishing,2016:406.
[27][28]OECD.Education at a Glance(2015)[M].Paris:OECD Publishing,2015:428,436.
[29]Matthew D.Hendricks.Towards an Optimal Teacher Salary Schedule:Designing Base Salary to Attract and Retain Effective Teachers[J].Economics of Education Review,2015(47):143-167.
[30][44]李先军.美国中小学教师绩效工资制度的成功经验及其启示[J].外国教育研究,2013(5):103-111.
[36]Department for Education.Evaluation of Teachers’Pay Reform Final Report[R].London:Government Social Research,2017:24.
[37]Linda Darling-Hammond.Teacher and Leader Effectiveness in High-Performing Education Systems[M].San Francisco:Stanford Center for Opportunity Policy in Education,2011:1-35.
[38]OECD.Teachers Matter:Attracting,Developing and Retaining Effective Teacher[M].Paris:OECDPublishing,2005:5.
[40]姜金秋,杜育红.我国中小学教师工资水平分析(1990-2010年)[J].上海教育科研,2013(5):10-13.
[41]杜育红,刘平,杜屏.中国教育行业工资水平的纵向分析(1978-2010)[J].教师教育研究,2013(4):13-19.
[42]薛二勇.提高我国教师待遇的政策分析[J].北京师范大学学报(社会科学版),2014(4):11-22.
(1)购买力平价,是根据各国不同的价格水平计算出来的货币之间的等值系数。
(2)25—64岁的全职、全年工人,受过与教师类似的高等教育。