臺灣公立大學教師彈性薪資制之研究

本研究旨在建構一套臺灣公立大學教師彈性薪資制之實施內涵及其推動之策略。透過薪資激勵以強化大學教師素質進而提昇機構效能，自1980年代中期起即是各國政府高等教育最優先作為；教師彈性薪資制，意即透過教師評鑑產出具辯證力的評鑑結果，並據此與薪資、獎勵政策連接，讓教師薪資直接且實質地激勵教師效能的提昇。為達研究目的，本研究採專家訪談及德懷術等方法；首先經由文獻探討以瞭解大學教師彈性薪資制理論與各國推動實務；其次依據文獻探討結果草擬訪談大綱並據以進行11位專家之訪談；再者依據文獻探討與訪談結果草擬問卷初稿，再經由3位專家審查以定稿；最後邀請17位學者專家組成焦點團體小組，並施以3次德懷術之問卷調查，以確定我國公立大學教師彈性薪資制之實施內涵，包括獎勵範疇、經費來源、獎勵幅度與人數、推動的權責單位與設計流程等，以及有關政府與大學的建議策略與作為，以做為臺灣推動大學教師彈性薪資制之重要參考。

關鍵字

大學教師彈性薪資制；教師評鑑；教師薪資

並列摘要

The purpose of this study was to construct the faculty merit pay system for Taiwanese public universities, and to create the strategies for utilizing the system to improve faculty quality by faculty evaluation and compensation systems. Salary awards from merit pay system appear to be an appropriate means of directing faculty better performances and their accountabilities; precisely, most governments have endeavored to implement merit pay system to enhance their higher institutions' effectiveness since the mid-1980s. The research methods used experts' interviewing and Delphi technique. First, the author interviewed eleven experts to form the questionnaires, and then asked three experts to ensure their validity. Second, the author invited seventeen specialists to panel a focus group, and then used the Delphi technique method for the group members to construct the merit pay system as well as to investigate how Taiwan's public universities accurately implemented their systems and what problems existed; finally, based on the research outcomes, the conclusions and recommendations to governmental bodies and higher education institutes were presented.