[[alternative]]The Feasibility Study on Alternative Teacher Performance-based Compensation System in Public High School of Taiwan

碩士人力資源管理研究所[[abstract]]摘 要 本研究旨在研議改進我國現行公立高中職教師薪酬制度，提出制定多樣化、可選擇的績效本位薪酬制度建議，並初步探究可選式績效薪酬在我國實施之可行性。為確認我國公立高中職教師如採行可選式績效薪酬制度，在內外部組織環境影響下，整體薪酬與績效設計需考量的方案與配套措施，作為改進教師薪酬決策依據。本研究提出四種可選式績效本位薪酬方案，有：技能或能力本位敘薪、團體績效獎金、個人績效獎金與績效風險獎金方案四種。並藉由專家訪談、Delphi調查問卷發展出制定績效薪酬考量面向：薪酬制訂、績效特性、環境配合、組織特性及制度組織適配等五種，最後以AHP調查問卷建構技能或能力本位敘薪各知能指標之權重。研究樣本包括Delphi調查問卷專家16人，AHP調查問卷11人。 本研究Delphi專家問卷調查結果，專家同意改革我國公立高中職教師薪酬，並歸納出結論為：(一)整體薪酬與績效特性面向：專家同意可選式績效薪酬，但對於教師選擇權限大小，同意程度不同；可選式績效薪酬各方案之同意情形不一；專家同意依技能或能力敘薪，但知能規準細目待探討；專家同意個人績效獎金多樣化方式；績效評量方式與細節待持續探討；(二)環境組織以及制度與組織適配面向面向：本研究建議之提高績效薪酬可行性措施均獲得支持；確保績效薪酬財源之籌措方式均獲同意；專家不同意放寬績效獎金請領條件，堅持績效薪酬制度嚴謹性；專家同意設置專業教學認證與績效評鑑機關。 本研究AHP調查問卷結果，技能或能力本位敘薪之三個構面以「直接能力」為最重要；「直接能力」之知能因素指標以教學內容佔最重要；「間接能力」知能因素指標以學生考試與評量佔最重要；「領導活動」知能因素指標以研發高品質教材最重要。整體知能因素指標優先考量的前三位為「教學內容」、「教學設計」及「教學策略」。 依據研究結論，本研究提出管理意涵為：(一)整體薪酬制定與績效面向：考量建立高中職教師可選式績效本位薪酬制度；適當分權，落實學校自主與教師自主；依據我國特有文化環境改進績效薪酬制度；依薪酬功能將教師本薪、學術研究費與獎金分離；將技能或能力本位敘薪制度與「教師分級制」及「教師績效評鑑」作適當結合；尋求適合我國國情之獎金與本薪比；(二)環境與組織配合以及制度與組織適配面向：善用教師會的影響力；成立專業的民間教學認證機關；建立公平教師績效評量機制；落實學校自主，依各校特性自訂學校績效目標；善用薪酬及各種人力資源管理方案提升教學品質；學校文化比行政機關適推動可選式績效本位薪酬。最後提出未來研究建議，期供教育行政機關訂定教師績效薪酬與後續研究之參考。[[abstract]]Abstract The study aimed to provide an alternative teacher performance-based compensation system and to explore the practicability of performance-based compensation in public high school of Taiwan. Four programs of the alternative teacher performance-based compensation were provided in the study, including skills or competency-based pay, group performance awards, individual performance-based awards and pay at-risk performance awards. In order to probe the contextual variables that may affect the compensation system implementation and success, the researcher offered five aspects of contextual factors for examining the compensation system design. Components of the contextual variables included characteristics of the environment, characteristics of the organization, the organization’s base pay system, the organization’s variable pay plan, and the fit between compensation and organization. Sixteen experts were enrolled in the research for the development of Delphi technique questionnaires and another eleven for the AHP questionnaires. The results gained from Delphi technique questionnaires were that (1) paying system aspect：experts showed their preference to teacher performance-based compensation; experts advocated for school-based performance award programs; experts agreed with skills or competency-based pay program and disliked paying at risk performance awards ; individual-based performance awards should be diversified; the evaluation systems need to be more sophisticated, (2) environment, organization and the fit between compensation and organization aspect： responds showed that it was important that a performance-based compensation plan had a sustainable funding source; experts tended to agree to a research establishment as a board for profession teaching standards. The results from AHP questionnaires were that (1) for whole dimenstions, “depth skills” were more important than ”breadth skills” and “leadership activities”, (2) for “depth skills”, “contents” were the most important, (3) for “breadth skills”, “evaluating students’ achievement” was the most important, (4) for “leadership activities”, “developing high-quality curriculum” was the most important. Implications of the results and suggestions for the future reseaches were discussed in the end of this researc