美、英、澳国家教师绩效工资政策的实施：经验与问题

Experiences and Problems with Implementation of Performance-related Pay Policy in Western Countries

20世纪80年代以来，美、英、澳等国纷纷改革传统上以年资和学历为基础的单一工资制度，推行教师绩效工资改革方案，希望通过重构教师薪酬结构，达成促进教师专业发展、提高公立教育质量的目标。在绩效工资政策实施中，各国政府提供充分的经费来源，且多采用财政激励手段吸引学校自愿参与绩效工资计划；在绩效考核中，通常采用将教师的教学行为和教学结果(学生成就测验代表)相结合的奖励模式；奖励通常面向“高需求”地区，实施教师团体奖赏制度而不是鼓励个人竞争。但是，由于公立教育部门和教师专业人员的特质，绩效工资制引入公立教育机构还面临许多限制。

Since the 80s of the 20th.century,with the rise of accountability in the public education sector, western governments have been reforming the traditionally single wage system, and carrying out performance-related pay reform program, aiming to support teachers' professional development and higher quality of teaching service. In a comparative perspective, the article discusses some key technical issues about PRP, including sources of funding, performance assessment technology, the basic elements of distribution structure, strengths and limitations in educational institutions. In intends to provide some useful references for the implementation of teacher performance-related pay system in China.