Please briefly describe why you want to introduce the option of upgrading and leaving?

The reasons for introducing the promotion-or-leave system are as follows:

Specific reasons:

To solve the work incentive problem of new employees; to solve the recruitment incentive problem of old employees; Solve the problem of adverse selection of candidates. Solve the bilateral moral hazard between employers and employees and encourage the accumulation of dedicated human capital. Break the curse of the "Peter Principle".

Introduction to "promote or leave":

"Promote or leave" is a common name. If the contract objectives are not completed in the first employment period, the employment will not be renewed in the next employment period. .

There will also be agreements on scientific research output and other provisions in the contract, but the core indicator is promotion of professional titles, including lecturers being promoted to associate professors, and also including some young talent projects being converted to professors upon expiration. Such a contract system, The tenure system is a “common” policy for domestic university teacher systems in recent years.

The dilemma of being promoted or leaving:

The first is the spiritual level, where you have to face the professional frustration caused by being eliminated; the second is the operational level, where you have to solve the problem of "leaving" Questions, answers and implementation of "where to go". The vast majority of college teachers hired through the "promote or leave" system are highly educated intellectuals who have devoted themselves to their professional academic paths for many years, but must resign because they cannot meet the school's assessment standards.

Suggestions for promotion or resignation:

1. Pay attention to the influence of economic factors and improve the standards of health factors

University management departments should be based on the needs of knowledge-based employees characteristics and needs, and implement humanized management methods. For example: improve service attitude and service methods, reduce conflicts and frictions between teachers and functional departments, and increase teachers’ sense of joy; strive to create an atmosphere in the school where teachers, students and staff care about and help each other.

2. Pay attention to the incentive factors that promote satisfaction and strengthen incentive measures

We must pay attention to and focus on improving the "up or go" system and its supporting policies and methods, so that everyone can Teachers can understand the school's rules and regulations and construction direction through learning, clarify the qualities, abilities and professional levels they should possess during their own development, and clarify their job competency requirements and goals.

3. Innovate the teacher evaluation mechanism and provide a multi-dimensional development path

To a certain extent, it can also help the diversion and drainage of the "promote or leave" system, and help teachers position and answer " Where to go?" question.

To provide a multi-dimensional development path, it is necessary to have a corresponding multi-dimensional assessment and evaluation system to organize assessment and evaluation for different types of teachers; in addition to focusing on objective indicators, it is also necessary to combine peer review, expert review, and satisfaction Surveys and other subjective evaluation methods.