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| On university teacher performance management turning to piecework wage system and its governance approaches |
| CAI Lianyu，LU Hong |
| (College of Teacher Education, Zhejiang Normal University, Jinhua 321004, China) |
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Abstract Currently university teacher performance management system is turning to the piecework wage system. Though performancebased pay originates from piecework wage, there remain some differences between the two in many aspects such as the value basis, measure index and management style. The turning to piecework wage are reflected in some aspects such as excessive pursuit of shortterm quantified outputs, poor communication between managers and teachers, and single application of assessment results. This turning has caused many problems in meeting the social needs of knowledge innovation and personnel cultivation. The reasons leading to this turning lie in the complexity of the performance statistic of university teachers′ work, the dominating status of the administrative power within the governing pattern of universities, and the immaturity and formalization of the academic peer review mechanism. In order to govern the turning to piecework wage, universities need to set reasonable goals for teacher performance according to scientific development strategies, internal departments should communicate effectively to achieve scientific consensus on performance management, managers and teachers should strengthen communication and the teachers should be provided with performance guidance during performance management, and it is imperative to improve academic peer review system and strengthen external evaluation mechanism.
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2020, Vol. 14 
