我国普通高校教师聘任制改革的初步分析研究.pdfVIP

我国普通高校教师聘任制改革的初步研究 Abstract Chinese universities have been striving hard to put the engagement system of faculty into practice since 1986. However they could not really reach the goal under the integrated influences of history, culture, deficient system and so on. As a result, we can not build up a faculty collectivity of high quality and efficiency. It proves to be extremely meaningful both in theory and practice to explore the causes and countermeasures of the above facts. By some scientific methods of higher educations, this thesis introduces the history of the engagement system and compares different systems of other countries, and analyzes the necessity and imminence of reform of the engagement system based on the need of universities and society development. The thesis generalizes three patterns of the engagement system in Chinese universities, and probes into the enlightenment of Peking University Reform. In the end the thesis gives the countermeasure of the difficulties confronted by the reform. The three patterns of the engagement system are uniting of evaluation and engagement, the separateness of evaluation and engagement and direct engagement. The first two kinds do not conform to the market-oriented economy and personnel system reform, the direct engagement corresponds with the spirit of the engagement system of faculty. To guarantee the success of reform, we must renew the idea, guarantee the academic right and decision-making power of universities, and reform the personnel system of administrators and relative juristic systems, etc. The engagement system should and could be set up and perfected despi