美式终身教职:战后变革与中国实践

Abstract

战后美式终身教职面临的主要批评有:人力成本高昂、岗位调整难度较大;对教学没有引起足够的重视;实行非升即走下的“PublISH Or PErISH“短期考核压力过大,容易诱发学术造假现象;容易导致lAzy PrOfESSOr现象。为应对以上问题,美国国内各界提出教师薪酬由学校和院系分比例承担、限制终身职位的比例、实行长期合同制、聘用非终身制教师等策略。我国教师聘任改革应遵循我国的国情和改革的约束条件采取渐进策略:非升即降、非升即转、非升即走三结合;长时段考核豁免;教师薪酬与院系财政紧密联动。

The post-war American tenure track is criticized owing to its drawbacks such as high cost of human resources,difficulty in post adjustment,neglect of teaching,pseudo-scholarship caused by great pressure as a result of short-term evaluation characterized by "publish or perish" and creation of lazy professors.In order to solve the above problems,people from all walks of life in America suggested that teachers' salaries should be offered proportionally by their school and their college or department,the number of tenure track should be limited,long-term contracts should be made between teachers and their school,and that non-tenure-track teachers should be employed.Reform in teacher appointment in China should be progressively made by taking into account the special conditions of our country and constraints of the reform.Strategies should be adopted such as combination of "promoted or degraded","promoted or transferred" and "promoted or dismissed",long-term immunity from evaluation and close interaction between teachers' salaries and college/department's finance.