我国研究型大学长聘制改革的制度逻辑与优化路径

近年来,教师长聘制改革成为我国研究型大学提升人才吸引力和竞争力的重要举措之一。通过对案例高校的长聘制改革实践分析发现,人才引进以增量改革的形式为师资队伍发展确立了标杆,师资岗位分类改革以存量改革的形式为不同教师提供了多元化的职业发展路径,但在该过程中也出现了引进与培育以及教学与科研之间的矛盾与冲突。从案例分析中发现,我国高校教师长聘制改革体现出绩效管理、竞争导向和国际化等制度逻辑,并可能诱发学术功利化、学术锦标赛泛化、本土学术弱化等潜在风险。基于此,在未来深化教师聘任制改革的过程中,应注重外部引进与内部培育的平衡,培育良好的学术文化;设置不同岗位的晋升通道,建立严格的转岗机制;合理设置绩效考核的周期与标准,完善配套支持与保障机制;构建长效的校内人才支持体系,促进新老人事体系的并轨。

The Institutional Logic and Optimized Path of the Faculty Tenure Track System Reform in Chinese Research Universities

In recent years,the faculty tenure track system reform has become one of the important measures to enhance the talent attraction and competitiveness of universities in China.Through the analysis of tenure track reform practice,the results found that talent introduction establish the benchmark of faculty development in the form of incremental reform,while the faculty position classification reform provides diversified professional development path for different teachers in the form of stock reform.However,there are also contradictions and conflicts between introduction and cultivation as well as the teaching and research in the process.From the case analysis,it shows that the reform of the long-term employment system of college teachers in China reflects the institutional logic of performance management,competition orientation and internationalization,which may induce potential risks such as academic utilitarianism,academic championship generalization,local academic weakening and so on.Based on that,in the process of deepening the reform of teacher appointment system in the future,the attention should be paid to the balance between the external introduction and internal cultivation,cultivating a good academic culture,establishing promotion channels for different posts and a strict job transfer mechanism,reasonably setting the cycle and standard of performance appraisal,improving the supporting and guarantee mechanism,building a long-term talent support system in the school and promoting the integration of new and old personnel systems.