Why can't teachers' performance pay play an incentive role?

Teachers are a special profession, and some jobs, such as home visits, problem students and teachers' morality, cannot be reflected by scores. Teachers' work is the work of conscience. If the distribution is unfair, it will inevitably lead to a serious contusion of their enthusiasm and a hidden strike.

1. Professional titles and performance pay are the two systems that teachers complain the most. If there are many problems caused by improper operation in the professional title system, then performance pay itself is inherently inadequate and has never played a role in motivating teachers.

Why do you say that? The purpose of implementing the performance-based salary system for teachers is to improve the treatment of teachers, reward hard work and punish lai, and encourage and urge teachers to work hard, attend more classes, have a good class, and get more for more work. There is no doubt that the original intention is good. I believe that every teacher will be delighted after hearing it. The ideal is full, but the reality is very skinny. It is undoubtedly a big cake to take out 30% of teachers' salaries for secondary distribution. Everyone will stare at them with wide eyes and see how the leaders allocate. As a result, the campus lost its former calm, and when performance pay was about to be issued, it became a big battle for performance pay distribution.

2. The design of teachers' performance pay system can't motivate teachers. It has deprived and distributed teachers' salaries since its birth, and the source of system design is problematic.

The economic source of performance pay is the so-called teachers' salary in life, which accounts for about 30% of the total salary. In other words, the teacher gave his salary to others and to himself. And how to reward, the teacher himself said no, the right to complain to the teacher, but it must also be private. When designing the performance pay system, the source of funds should not be linked to teachers' salaries. Rewards are rewards, and funds should come from special financial projects. Therefore, no matter what teachers do, they can't take back their responsibilities!

When a teacher can't get his share in a system no matter what he does, the incentive function is not just empty talk, but also a joke. Everyone took out their money and put it together, and then everyone began to rob it. When they robbed, they found that no one took the money, because a lot of money had flowed out before the robbery. For example, the head teacher's fees, teachers' allowances and some teachers' policy subsidies should be earmarked for special purposes.

3. The function of performance pay system is to effectively create contradictions and internal friction between employees and leaders.

Individual leaders lack the ability of scientific management. Some school leaders often do not rely on their own ability, their own quality is not high, and they lack sufficient understanding of the rationality of performance pay. In the work, we can't proceed from the overall situation, protect small groups, attack large areas, be rude and misbehave, thus causing dissatisfaction and mistakes in the work. As far as the current situation is concerned, there are two ways to go in the future of performance pay: one is to cancel it directly, and how to refund it, and not to engage in these nominal ones; Second, the reform is on the right track, and the incentive performance salary is decoupled from the original salary of teachers by the special financial allocation and becomes a pure incentive.

Returning 30% of performance pay to teachers is the general trend and the aspiration of the people.

Write at the end:

Since we want to improve teachers' treatment and let them live with dignity, we should not be on tenterhooks all day. We can formulate a scientific and reasonable reward mechanism to encourage them to make progress. Only when teachers are in a good mood can they have a good class, resolve conflicts and create a healthy and upward teaching atmosphere.