Abstract
In order to improve the rationality and efficiency of post-based merit salary setting for teaching and research staff in colleges and universities, this paper analyses and discusses the influencing factors and determining principles of post-based merit salary for teaching and research staff in colleges and universities based on the consumer price index (CPI) and the characteristics of colleges and universities. A dynamic and optimal post-based merit salary generation model and its determination method are put forward. The model comprehensively takes changes in price levels into account and the key factors such as the teacher’s professional technical level, length of service, and performance appraisal results and can dynamically and intelligently calculate the post-based merit salary of teachers. The test results of the examples prove that the post-based merit salary calculated by the model is objective and reasonable, and it is easy to dynamically adjust according to the changes in social environment and the characteristics of colleges and universities. It can provide a scientific method and useful reference for determining post-based merit salary in colleges and universities.
Highlights
In order to achieve good pay for good work [1] and to encourage the enthusiasm of the faculty of colleges and universities [2], according to the national salary and income distribution system, all colleges and universities in our country have established a merit salary distribution system that suits their own characteristics [3]. e current merit salary system implemented by colleges and universities divides the salary into four parts: post salary, pay grade salary, merit salary, and allowance [4], while merit salary can be divided into postbased merit salary and rewarding merit salary, and so on
E main contributions of this article are summarized as follows: (1) is article studies and proposes a model for dynamic optimization that generates the post-based merit salary of university teachers. is model analyses and discusses the influencing factors and determining principles of post-based merit salary for teachers in universities based on consumer price index (CPI) and the characteristics of universities and comprehensively takes changes in price levels into account and the key factors such as the teacher’s professional technical level, length of service, and performance appraisal results and can dynamically and intelligently calculate the post-based merit salary of teachers
According to the above research and discussion, each parameter in the equation has its reasonable value range. erefore, in the specific determination of a year’s postbased merit salary, it can be calculated according to the model, it often needs to be adjusted according to the actual situation of the university, and determine the total post-based merit salary of the university and the value of the relevant parameters
Summary
In order to achieve good pay for good work [1] and to encourage the enthusiasm of the faculty of colleges and universities [2], according to the national salary and income distribution system, all colleges and universities in our country have established a merit salary distribution system that suits their own characteristics [3]. e current merit salary system implemented by colleges and universities divides the salary into four parts: post salary, pay grade salary, merit salary, and allowance [4], while merit salary can be divided into postbased merit salary and rewarding merit salary, and so on. Is article researches the optimization methods of post-based merit salary. Erefore, this article focuses on researching the post-based merit salary of teaching and research staff (hereinafter, referred to as “teachers”) in colleges and universities and establishes their job performance optimization methods and dynamic adjustment mechanisms based on social development and the university’s own characteristic data. For the above-mentioned reasons, this article mainly discussed the post-based merit salary of teachers in teaching and research-oriented universities. (1) is article studies and proposes a model for dynamic optimization that generates the post-based merit salary of university teachers. A linkage mechanism for post-based merit salary to rise with the price level is established, which makes post-based merit salary change dynamically with the price level, in order to ensure the income level of the university teachers, guarantee the basic living needs of faculty of college and university, and maintain the salary competitiveness of university
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