台灣與大陸地區教育視導制度之比較研究

論文摘要本研究旨在探討兩岸地區之教育視導制度，透過文獻分析法、比較法，針對兩地教育視導制度與組織人員之現況進行探究、分析與比較，最後提出結論與建議。壹、本研究之結論歸納如下：一、兩地教育視導制度相似點包含：兩岸教育視導組織尚未能完全獨立行使職權之空間；視導人力偏少，均以分區視導為主，視導內容繁瑣且偏重行政視導；視導人員任用資格寬鬆，專業能力受質疑；視導人員社會地位均屬中高但待遇均不合理。二、兩地教育視導制度相異點包含：台灣地區法源較大陸不足，視導機構不若大陸健全，且缺乏培訓制度、證照制度；台灣教育視導採分權管理，督學採專任制，專業度較為整齊，與大陸之集權與多數為兼任督學差異較大；此外，台灣視導人員之經濟地位較大陸為高。貳、根據本研究結論提出建議如下： 1. 制訂教育視導相關法令，視導祖織法制化。 2. 落實法訂員額編制，並考慮擴充教育視導員額編制。 3. 建立各級督學專業證照制度。 4. 設置積極有效的鼓勵措施，鼓勵督學在職進修。 5. 提高教育視導人員之任用資格。 6. 建立我國教育視導人員的職前培訓制度。 7. 合理調整教育視導人員待遇與職等。

關鍵字

教育視導；視導組織；督學

並列摘要

ABSTRACT This study aimed to investigate the differences of Educational Supervision System between Taiwan and China. Through literature review and comparison, this study focused on inspecting, analyzing and comparing the Educational Supervision System and the current status of the organization personnel. Finally, conclusions and suggestions were drawn as follows: Conclusions: 1. The similarities between Taiwan and China in Educational Supervision System: Both the Educational Supervision Systems of Taiwan and China did not have full powers to work independently. There was a lack of manpower of Educational Supervision System; thus, school inspectors worked on Educational Supervision System in partitioned areas, having minute and complicated administrative work content and emphasizing on administration supervision. There is no rigorous standard for appointment so that their professional competences are questioned. Moreover, the members of Educational Supervision System are middle-high level, but they do not have reasonable salaries. 2. The divergences between Taiwan and China in Educational Supervision System: Taiwan has less sources of law than China in Educational Supervision System, and there is a lack of training system and licensure system. Taiwan is better than China in decentralization management, full-time inspectors and more consistent professional degrees than China. In addition, inspectors in Taiwan have higher economical status than in China. Suggestions: 1. Formulate laws for Educational Supervision System and Supervision Organization. 2. Carry out the statutory staffing and consider expanding members of inspectors. 3. Establish professional certification system for inspectors at all levels. 4. Establish positive and effective incentives and encourage inspectors to pursue in-service education. 5. Raising appointment qualifications of supervision inspectors. 6. Set up a induction training system for supervision inspectors. 7. Adjust inspectors’ salaries and job grade.