교원 성과급제도의 효율적 운영방안 = (A) Study on the Improvement of Performance-Based Compensation System for Teacher

다국어 초록 (Multilingual Abstract)

In environment both Globalization and computerization, the importance of education is so emphasized than whatever. The results of education are greatly related with the process of teaching and teachers' sense of values, attitude, ability, action, and so on. To improve teacher's competitive power, they need to have a professionalism based on the artfulness. In addition, the education field provides some performance-based compensation system for ensuring excellent teachers. In line with this perspective, to change teacher society which degenerate the educational performance, korean educational government performed the performance-based compensation system to teachers through the evaluation of performance. The performance-based compensation system has a simple logic that the monetary compensation can change workers' motivation. In terms of that, this study examines to find some affirmative contribution on teacher's working process through the compensation system or to confirm the effectiveness of performance-based compensation system for teacher. If there are ineffective results, this research also tries to find obstacles toward these results and to provide some improvements on those obstacles. To measure teacher's cognition about the performance-based compensation system for teachers, this research employs a survey questionnaire; a 33-item of teacher's performance-based compensation system survey was constructed. The questionnaire was administered to 341 primary school's teachers at 23 Cities/Guns in Kyungbuk province. The questionnaire for the performance-based compensation system was composed by institutional perspective, operational perspective, teacher's cognition, and teacher's satisfaction. The research data are analyzed using two statistical methods: frequency and cross tabulation. The results of this study focused on the improvements of performance-based compensation system for elementary teachers can be summarized as follows: First of all, most number of respondents(teachers) according to research survey demonstrated their opposite opinion seriously about the performance-based compensation system. Even though teachers recognize the effectiveness of performance-based compensation system for their encouragement or development, as a kinds of educational incentive system, they show some negative emotion strongly because of its invalidity estimation system. That is, due to the lack of objectivity or the deficiency for the valuation system, they disagreed results of estimation and they don't accept the performance-based compensation system in field of education. Therefore, to increase its rationality or objectivity, this research suggests that the performance-based compensation system should be reformed with new measurement methods related to teacher's class. For example, teachers argue that they want to be estimated by teaching process based on their class. In addition, they want to be estimated for not individual level but school unit, as a collective level. On the other hand, because the process of estimation for teacher's performance-based compensation system is influenced extremely by the power of teacher's status or working years for education, it needs to be innovated with the justice or the equal opportunity of estimation. As a result, most important problems for teacher's performance-based compensation system are integrated by the injustice of compensation standard, the irrationality of estimation method, the weak openness of estimation process, the side effect related with the power of status or working years for education field. To remedy these problems, this study suggests that the educational performance-based compensation system should be developed with the fairness of estimation, the restructuring of estimation method based on rationality, the improvement of institutional problems or operational conflicts, the openness of estimation process, and the diversification of compensation way for teachers.

목차 (Table of Contents)

• 목차
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 1. 연구의 대상과 범위 = 4
• 2. 연구의 방법 = 4
• 제2장 성과급제도에 대한 이론적 배경 = 6
• 제1절 성과급제도의 의의 = 6
• 1. 성과급제도 및 성과평가의 의미 = 6
• 2. 성과급제도의 장 단점 = 9
• 제2절 우리 나라 교원성과급제도 = 14
• 1. 교원성과급제도 현황 = 14
• 제3절 성과급제도에 대한 선행연구 = 23
• 제3장 성과급제도 운영실태 대한 구성원의 인식 = 33
• 제1절 조사설계 = 33
• 1. 분석의 틀 설정 = 33
• 2. 설문작성 = 34
• 3. 조사대상 선정 및 자료수집 = 36
• 제2절 연구결과의 분석 = 36
• 제4장 교원성과급의 문제점 = 55
• 제1절 교직의 특성에 대한 인식 부족 = 55
• 제2절 교원성과급제도의 문제점 = 59
• 1.평가준거의 문제 = 60
• 2.평가방법의 문제 = 65
• 제3절 교원성과급 운영의 문제점 = 67
• 1.연공서열에 의한 역산제 = 67
• 2.성과급심사위원회 기능 상실 = 69
• 3.평가과정의 비공개 = 70
• 제5장 교원성과급제도의 개선방안 = 72
• 제1절 교원성과급 제도 개선 = 72
• 1.공정한 평가준거 개발 = 73
• 2.합리적인 평가방법 구축 = 75
• 제2절 교원성과급 운영 개선 = 77
• 1.지급대상과 지급방식의 개선 = 77
• 2.성과 보상 방법의 다각화 = 79
• 3.평가과정의 참여 확대 = 80
• 제6장 결론 = 81
• 참고문헌 = 84
• ABSTRACT = 87
• 설문지 = 90