我國國立大學規劃實施教師績效獎金之研究

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2004

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本研究旨在探討教師績效獎金的相關概念、發給背景及相關法令,並調查國立大學教師對於規劃實施教師績效獎金的看法與意見,研究方法以問卷調查為主主,並輔以訪談進行研究。問卷調查部分,研究工具為自編之「國立大學校院實施教師績效獎金意見調查問卷」,先以比例配額抽樣方式決定各校樣本人數,再以立意抽樣方式請各校人事室主任隨意轉發教師填寫,有效問卷共523份,所得之資料以次數分配、百分比、單因子變異數分析、t檢定等統計方法進行統計分析。訪談部分,針對專家學者四位、政府相關部門主管二位進行訪談,以瞭解渠等對國立大學教師績效獎金的看法與建議。 歸納問卷調查及訪談結果,本研究主要結論如下: 一、 大學實施教師績效獎金有助激勵教師士氣,提升教師個人及學校整體的 教學、研究、服務表現。 二、「國立大專校院教師績效獎金實施計畫」草案內容,除經費問題以外,普 遍為教師所接受。 三、教師對學校實施績效獎金的規劃,因各校的屬性、業務分工、組織氣候、 校務基金規模等因素,意見並不一致。 四、多數教師贊同實施績效評量,評量項目包括教學、研究及服務,並根據 評量結果核發獎金。 五、多數教師同意全校教師適用相同的教學及服務績效指標,但不同意全校 教師適用相同的研究績效指標。 六、多數教師認為實施績效獎金的相關配套措施,以明確的評量指標及適當 的評量程序最為重要。 七、教師績效獎金的功能因年齡、任教年資及兼任職務之不同有顯著差異; 教師績效獎金草案則不因背景變項之不同而有所差異。 八、實施教師績效獎金最需要規範的事項包括評量指標及評量標準、評量的 程序、評量人員的組成及其專業性。 九、實施教師績效獎金之經費來源可能不穩定,且金額因各校校務基金規模 而有差異。 十、實施教師績效獎金可能遭遇的困難包括教師績效評量不易、評量機制的 公正性與客觀性、經費支應會有困難等。 根據研究結論,提出以下建議供作參考: 一、對主管教育行政機關的建議 (一)加速完成教師待遇條例之立法,以取得適當的法源依據。 (二)草案內容建議增設單位績效獎金,以增進系所良性競爭。 (三)實施教師績效獎金之經費宜正式列入預算,以期落實執行。 (四)教師績效獎金實施之前,宜訂定試辦期或緩衝期。 二、對國立大學的建議 (一)績效評量指標的設計,要配合校務發展目標。 (二)規劃教師績效獎金,宜特別注意建立公平、合理、客觀之評量機制。 (三)執行教師績效獎金之前,宜有廣泛的宣導、說明及溝通。
The objective of this study is to explore the related concept, grant background and related ordinance for teachers’ performance bonus and to investigate the perspectives of national university teachers about planning and implementation of this program. The main research method is a questionnaire and supporting interview. The questionnaire was designed by the researcher and sampled among the teachers on a proportional and random basis. The number of collected valid questionnaires is 523.The collected data was analyzed by frequency distribution, percentage, one-way ANOVA, t-test and other statistical methods. Four scholars and two government officers were interviewed to gain their perspectives and opinions about the National university teachers’ performance bonus. Synthesis of the results of the questionnaire and interview, and the conclusions are as follows: 1. The implementation performance bonus among university teachers is helpful to motivate the teachers’ morale and promote the teaching, research and service performance of the teachers and the entire school. 2.The draft Act on National university teachers performance bonus scheme is widely accepted among teachers expect for doubts about the source of funds. 3. Due to the school property, business diversity, organization climate, the scale of the school’s administration affairs fund and etc., the opinions about the performance bonus plan vary. 4. The majority of the teachers agree to implement the performance appraisal, which includes teaching, research and service and is based on a result of the appraisal to grant the bonus. 5. The majority of the teachers agree to use the same index among the teachers for appraising the teaching and service performance but not for research. 6 .Most teachers consider the appraisal index and the appropriate process are the key points for the performance bonus scheme. 7. The function of performance bonus cannot have distinct difference by age, seniority and concurrent posts. 8. The issues most needed to regulate the implementation of performance bonus are appraisal index, standard, process and the membership and professionalism of the appraisers. 9. The source of the funds may not be stable and the amount may differ from the administration affairs funds from the school. 10. The obstacles for the performance bonus include the difficulties of the implementation, the justice and objectivity of the appraisal mechanism and the source of the funds. Base on the research conclusions, suggestions are provided below for reference: 1. For Educational Authorities a. Expedite the legislation process to gain legitimacy. b. Add the departmental performance bonus in the draft Act to enhance positive competition among the departments. c. Budget the performance bonus fund to ensure the implementation. d. Have a probation period or grace period before the implementation. 2. For National Universities a. The development of the performance index must comply with the objective of school administration affairs. b. The plan for the performance bonus scheme should consider the justice, rationality and objectivity of the appraisal mechanism. c. Before the implementation, it would appropriate to have the plan effectively promoted, interpreted and communicated.

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績效獎金, 教師績效獎金, 教師績效評量, Performance Bonus, Teacher Performance Bonus, Teacher Performance Appraisal

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