日本公立学校教职员工薪酬制度及其改革

日本公立学校教职员工的法律定位是教育公务员。日本公立学校教职员工薪酬制度以“教特法”和“人才确保法”为法律依据，具有年功经验主义、薪酬水平较高、待遇平均主义和今后将倾向于体现职责、能力和业绩的4个主要特征。针对原有薪酬制度的种种弊端，新世纪以来日本实施了“新的教职员工考核制度”，并效仿日本企业将绩效考核结果与人事变动、薪酬挂钩，但具体实施过程中出现了诸多问题，引发了各方质疑。借鉴日本的经验有助于从更广阔的视野为中国探索义务教育学校教师工资制度改革提供思路。

On the Compensation System in Japanese Public Schools and Its Implications on the Salary System Reform of Chinese Compulsory Education Schools

The teaching staff in Japanese public schools belongs to the local educational civil servants legally. The salary and reward system of teaching staff in Japanese public schools, on a basis of the principles of Special Teaching and Ensuring Trained Personnel legally, had four characteristics of emphasizing the seniority and experience, high level of salary and rewards, equalitarianism, and the tendency of reflecting the responsibilities, capabilities and performance, etc. In order to solve the problems, Japan learned from Japanese enterprises and set up New Assessing System of Teaching Staff and bound the performance and assessment with personnel change and salary, but it led to many problems and suspicion from all sides. Japanese experience may provide ideas for the salary system reform of Chinese compulsory education schools from a broader perspective.