교원성과상여금제도의 개선방향에 관한 연구 = (A) Study on the Improvement of Pay for Performance for teachers

다국어 초록 (Multilingual Abstract)

The government has been giving pay for performance to public employees who have good job performance ability and service record since 2000 as a performance oriented personal system. But the response of public employees and general public to pay for performance system and its operational condition is far from our expectation.
Especially, pay for performance system for teachers has been criticized in several points and a great deal of additional efforts will be needed to make the system work. Therefore the aim of this study is to analyze the actual conditions of the system and to suggest the policy alternativies.
The contents of this thesis are as follows.
In the first chapter, the aim, the range, and the method of the study are suggested.
In the second chapter, the general theory of the system for teachers is examined.
In the third chapter, pay for performance systems of western countries are studied and compared with ours.
In the fourth chapter, the empirical study of the survey on pay for performance system for teachers is suggested and its operation condition is examined and analyzed and the policy alternatives is suggested to improve and to make up for the weak points in the current system.
In the fifth chapter, the reform measures in each area are suggested through empirical analysis.
In the sixth chapter, the conclusion is given.
And the main contents of the survey analysis are as follows.
Firstly, a good many teachers think that it is hard to evaluate the products of their job objectively. Therefore they do not see the system with a favorable eye.
Secondly, teachers see seniority and a career record as the fair standard on giving them pay for performance differently.
Thirdly, teachers are not happy about their pay for performance because of the poor standard on evaluation.
Fourthly, pay for performance system have a bad effect upon teachers' will to work.
Fifthly, in the opinion about the right path of the system, most of them oppose multi-dimensional evaluation. The original goal of the system is to improve the quality of service and productivity in education by compensating for their works. But in their opinion, the system is not working very will.
Sixthly, there are lots of opinions opposing the educational training which is given to some of teachers according to their performance.
Lastly, the younger and lower in rank the teachers are, they have more negative views on the purpose and the impartiality of the current pay for performance system for teachers.
In conclusion, teachers are not opposed to the enforcement of the system itself but they have doubt about the possibility of the fair evaluation due to the lack of evaluation standards. To resolve the problem, several objective and diverse standards have to be brought into the system which eventually make the younger teachers see the system with a more favorable eye and make all the teachers compete in good faith.
In addition, the present writer collected, arranged, and made the best use of materials such as theses on education policy studies, materials published by the Department of Education and Human Resources and so on to complete this thesis successfully. Based on that, the writer hopes to suggest his own ideas expecting his work would have an effect on future educational policies.

목차 (Table of Contents)

• 목차 = ⅰ
• ABSTRACT = ⅳ
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구범위 및 방법 = 2
• 제2장 교원성과상여금제도에 관한 일반적 이론 = 4
• 제1절 교원보수체계의 문제점 = 4
• 제2절 교원성과상여금제도에 대한 의의 및 요건 = 5
• 1. 성과상여금제도의 의의 = 5
• 2. 성과상여금제도의 요건 = 7
• 제3절 교원성과상여금제도의 도입 필요성 = 7
• 제4절 성과상여금제도의 종류 = 9
• 제5절 성과상여금제도의 운영실태 및 찬ㆍ반론 = 10
• 1. 교원성과상여금 운영실태 = 10
• 2. 성과상여금제도의 찬ㆍ반론 = 12
• 제3장 선진 외국의 사례 = 14
• 제1절 미국 = 14
• 제2절 프랑스 = 17
• 제3절 독일 = 18
• 제4절 일본 = 19
• 제4장 성과상여금제도에 대한 실증분석 = 20
• 제1절 조사설계 및 분석방법 = 20
• 제2절 조사결과 분석 = 21
• 1 교원성과상여금제도에 대한 일반적 인식 분석 = 21
• 2. 성과상여금 지급등급 결정에 미친 요인 분석 = 30
• 3. 지급결과에 대한 수용성 분석 = 38
• 4. 성과상여금제도의 효과에 대한 분석 = 47
• 5. 새로운 성과상여금제도에 대한 선호도 = 51
• 제5장 개선방향 = 57
• 제1절 설문분석 = 57
• 1. 성과평가기준으로서 다면평가의 유용성 = 57
• 2. 성과상여금의 소기의 목적달성 가능성 = 59
• 3. 성과상여금 차등지급 비율의 적정도 = 60
• 4. 성과상여금 지급액격차의 적정도 = 62
• 5. 성과상여금의 학교별 차등지급방식에 대한 의견 = 63
• 6. 학교별 성과상여금 지급 시 바람직한 평가기준에 대한 의견 = 64
• 제2절 개선방향 = 66
• 제6장 요약 및 결론 = 68
• 참고문헌 = 70