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年輕教師和老教師有望實現同工同酬嗎?這要看職稱改革新方向

原標題:年輕教師和老教師有望實現同工同酬嗎?這要看職稱改革新方向

教育系統內,只要職稱評審制度不改,只要職稱與教師工資掛鉤不改,年輕教師和老教師就永遠不可能同工同酬。

一、從職稱的評審制度來看

一直以來,職稱評審多地都實行“加分制”,雖然各地賦分的項目有所不同,但是教齡一直在職稱加分中占據著最重要的位置,絕大多數老師在教齡一項中是加分最多的項目。

如下圖所示:事業單位晉升職稱綜合測評表中,公開賦分的項目有學歷、專業年限、單位評價、科技成果、教師說課水平、綜合獎勵、著作論文七項中,其專業年限即和教齡有直接關系。取得學歷后沒評上初級職稱的時間每年加1分,評上初級職稱后每年加4分,在鄉鎮基層工作的每年再加0.5,任班主任年限每年加0.3。教齡每相差一年,分值就相差5分左右。

而這5分的的差距,相當于縣級優質課5次,或者市級優質課2次,亦或是被連續兩三年評為縣級優秀教師,而這些榮譽多數是老師們可望而不可及的。大部分老師總要靠教齡的增加,才能取得更高的分值提高評職稱的競爭力。

由此看來,年輕的教師因教齡加分太少,根本無法與老教師抗衡,因此很難取得比老教師更高的職稱,也就不可能實現同工同酬。

二、從職稱與教師工資掛鉤來看

職稱的高低是教師工資掛鉤,是影響教師工資高低的最重要的部分。眾所周知,教師工資是由崗位工資,薪級工資、績效工資、教齡津貼、地方津貼及相關補助等。

而其中崗位工資直接與職稱掛鉤;

薪級工資是由評職稱的年限和工作年限共同決定,因此也和職稱評定的早晚有點關系。

另外,其它津貼和補助也有職稱有直接關系,都是職稱越高,津貼工資越高。例如鄉村教師補貼,從280-440,每一級職稱差80元。

從這一點來看,只要職稱制度不變,年輕老師不可能和老教師同工同酬。也就是說,目前造成年輕教師和老教師同工不同酬的原因主要是因為職稱評聘制度和職稱與教師工資掛鉤的制度造成的。

要縮小年輕教師與老教師的差距就是縮小職稱工資在教師工資總量中的占比量。也就是崗位工資、薪級工資的差距適當降低,大幅度提高績效工資的投入,這也是教師職稱改革的新方向。相信因職稱高低造成年輕老師與老教師的工資差距較大的現象會有所改變,實現多勞多得、能者多勞、同工同酬。這才能從根本上提高年輕教師的工作積極性。

(文:指尖教育帝國;圖:網絡)返回搜狐,查看更多

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聲明:該文觀點僅代表作者本人,搜狐號系信息發布平臺,搜狐僅提供信息存儲空間服務。
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