作　　者： (周海涛）; (刘永林）;

机构地区： 北京师范大学教育学部,北京100875

出　　处： 《教师教育研究》 2017年第4期20-23,共4页

摘　　要： 民办学校教师整体素质偏低、队伍不稳定、结构不合理、流动不顺畅,缺少统一的法规、具体实施不够规范,一些地方在人事代理实践探索中证明行之有效、同时亟待国家层面的政策引导和支持,民办学校人事代理制度缺位、人才合理流动滞后等问题严重制约民办学校及其教师队伍的可持续发展。需要遵循法治路径、构建制度机制,完善人事代理、奠定制度基础,消除身份障碍、促进人才流动,建立健全民办学校人事代理与流动制度以及薪酬分配、社会保障、专业发展、鼓励扶持等配套制度,不断优化民办教育政策机制,进一步促进民办教育健康发展。 There are problems seriously restricting the sustainable development of private schools and their teachers, which as the main issues （ overall quality being low, the teacher force being unstable, unreasonable structure, and flow being un- smooth） of private school teacher, the lack of unified regulations of personnel agency and specific implementation, in some private school personnel agency being proved effective in practice and the need of guidance and support of national level poli- cy, the lack of the private school teachers＇ personnel agency system, the lag of the rational flow of talent in private schools. To further promote the healthy development of non-governmental education, several measures should be taken such as con- structing a institutional system, improving the system of personnel agency, removing obstacles of identity, promoting the tal- ent flow, and then establishing the system of private school personnel agency and rational flow of talent.

关 键 词： 民办学校 教师 人事代理 人才流动