摘要
对于很多以高水平教学研究型大学为发展目标的省属普通本科高校,推进人事管理改革、加强内涵建设已成为"十二五"期间的主要任务。针对目前教学研究型大学教师考核中普遍存在的考核方法不尽妥当、考核的激励及约束作用发挥尚不够充分等问题,提出对教师岗位进行分类设置、对不同岗位教师制定不同当量及结构的聘期工作任务,以此完善考核激励机制、促进教师发挥所长,提升其从事教学科(教)研工作的积极性。
For many province- owned universities aiming at developing high- quality teaching and research universities,promoting the reform of the personnel management and strengthening the connotation construction have become the main tasks in the＂ the twelfth five- year＂ period. Aiming at the resolution of the following common problems in teaching- research oriented universities on faculty assessment,such as improper assessment methods,encouragement and restraint function can＇t be developed to the full,this paper proposes methods including faculty posts assortment,different equivalent and structure tasks for differetn faculty posts and assessment assortment during tenure. In this way,the assessment and encouragement mechanism could be carried to perfection,both the faculty＇s advantages and initiatives in teaching and research could be promoted.
出处
《现代教育管理》
CSSCI
北大核心
2015年第2期97-101,共5页
Modern Education Management
基金
2013年辽宁省教育科学"十二五"规划重点课题"基于岗位分类设置的教学研究型大学教师考核制度研究"(JG13DA006)
关键词
岗位分类设置
教学研究型大学
考核方法
post classification settings
teaching and research university
evaluation method
