技能型社会背景下高职院校绩效工资分配制度的改革策略.pdfVIP

第23 卷第1期 浙江工贸职业技术学院学报 Vol.23 No. 1 2023 年03 月 JOURNALOFZHEJIANGINDUSTRYTRADEVOCATIONALCOLLEGE Mar. 2023 Doi: 10.3969/j.issn. 1672-0105.2023.01.003 技能型社会背景下高职院校绩效 工资分配制度的改革策略 刘恩慧 （浙江工贸职业技术学院，浙江 温州 325003） 摘 要：技能型社会建设离不开高素质技术技能型人才的支撑，高职院校作为此类人才的培养主体被赋予了新的 使命，需不断提高人才输出质量。这要求高职院校加快校外资源引进，加强校内师资建设，提升自身教育教学质量。 由学校控制绩效总量，以教学科研工作量为依据的传统绩效分配模式，对校内外资源交流、教职工学习新技能的激励 效果有限。高职院校的发展需求与传统绩效分配模式的不匹配，可为高职院校绩效分配改革提供方向。基于此，提出 以需求为导向、考核激励为中心的 “学校-二级部门-教职工”新绩效分配模式。 关键词：技能型社会；高职院校；绩效分配制度 中图分类号：G717 文献标志码：A 文章编号：1672-0105 （2023 ）01-0011-05 Reform Strategy of Performance Salary Distribution System in Vocational Colleges under the Background of Skill-based Society LIU Enhui （Zhejiang Industry Trade Vocational College, Wenzhou 325003, China） Abstract: The construction of a skill-based society cannot be separated from the support of high-quality skilled and technical talents. As the training subject of such talents, higher vocational colleges have been given a new mission and need to constantly improve the quality of talents output. This requires higher vocational colleges to accelerate the introduction of external resources, strengthen the construction of campus teachers, improve the quality of education and teaching. The traditional performance distribution model, which is based on the workload of teaching and research and controlled by the school, has limited incentive effect on the exchange of inside and outside resources and the teaching staff to learn new skills. The mismatch between the development demand of higher vocational colleges and the traditional performance distribution model c