臺灣北部地區公立高級中學教師甄選制度之研究

A Study on Teacher Recruitment System of National Senior High School in Northern Taiwan

溫相賢

指導教授 ： 譚光鼎

國立臺灣師範大學/教育學院/教育學系在職進修碩士班/碩士(2004年)

摘要

本研究的目的在瞭解臺灣北部地區公立高級中學教育人員對公立高級中學教師甄選的看法、問題與建議。研究者採用問卷調查、訪談等方法進行研究。研究步驟方面，先蒐集教師甄選的相關文獻進行探討與分析，以形成問卷編製與訪談問題的基礎；再依據文獻所得編製問卷，並在臺灣北部七縣市50所公立高級中學加以施測；之後以文獻所得、問卷調查結果進行半結構式訪談，進一步了解真實的學校情境脈絡下，學校教育人員對教師甄選制度的看法、問題與建議；最後依研究結果，提出對現行公立高級中學教師甄選制度的結論與建議。

依據研究結果，本研究提出以下結論：
一、主要國家教師甄選任用制度可供我國參考之處
（一）日本中等學校教師甄試過程頗為嚴謹
（二）美、日、法教師由主管教育行政機關甄選聘任
二、教師甄選實施現況之檢討
（一）現行公立高級中學教師甄選制度優點
1.學校較能依發展需要覓得合適的教師
2.有助於教學專業能力提昇
3.校園自主性更顯著
4.人情關說成效不大
5.甄選已有具體評分標準
6.不容易產生行政疏失
7.甄選結果客觀公平
（二）現行公立高級中學教師甄選制度缺點不明顯
（三）教師甄選簡章由教評會擬訂，必要時由行政單位協助
（四）絕大多數學校教師甄選皆分初試及複試二階段辦理
（五）簡章明確訂定相關事項
三、教師評審委員會運作
（一）教評會運作大致順暢
（二）教評會缺乏監督機制並且與行政單位權責不分
四、教師甄選改進意見
（一）各校教師甄選利多於弊，仍可維持現狀
1.維持各校自辦教師甄選，甄選事宜授由學校自訂
2.學校教評會、甄選委員會及行政單位之間權責宜明確劃分
（二）甄選制度略顯缺失，初試可改由主管機關辦理，再由各校舉
行複試

依據本研究結論，主要提出對主管教育行政機關及學校的相關建議：
一、對主管教育行政機關的建議
（一）現行制度缺失應加以規範
1.學校教評會、甄選委員會及行政單位之間權責宜明確劃分
2.甄選評比項目宜加以量化或質化
3.規範各校應於期限完成教師甄選
（二）微調現行高級中學甄選制度
1.初試由主管教育行政機關辦理，再由各校舉行複試
2.初試合格人員保留一年候用資格
3.增訂學校複試制度
4.修正相關法令
二、對學校的建議
（一）尊重校長實質建議權或決定權
（二）明確劃分學校教評會、甄選委員會及行政單位之間權責
（三）甄選程序應公開透明，評分標準應具體
（四）外聘甄選委員專家、學者比率應增加
（五）訂定甄選委員會職責
（六）提升教評會委員及甄選委員會委員知能
（七）進行面試時要擬妥面試題目

關鍵字

教師甄選 ； 教師評審委員會 ； 甄選委員會

並列摘要

A Study on Teacher Recruitment System of National Senior HighSchool in Northern Taiwan

Abstract

This study is to realize the opinions, questions, and suggestions on teacher recruitment from education personnel in public senior high school in northern Taiwan. This study adopts research methods of a questionnaire survey and interviews, etc. to analyze teacher recruitment system of public senior high school. The following are the study approaches. First, collect and analyze the literature related to teacher recruitment, to form base of compiling questionnaire and interview questions. Second, compile questionnaire according to literature survey results, and survey 50 public senior high schools in seven cities and counties in northern Taiwan. Third, proceed with semi-structured interviews according to research results of literature and questionnaires, to understand further, under real school condition, the opinions, questions, and suggestions on teacher recruitment system from education personnel in senior high school. Finally, according to these above-mentioned research results, present the conclusions and suggestions toward current senior-high-school teacher recruitment system.
According to the research results, the main conclusion of the study includes:
1. Taiwan can learn from developed country’s teacher recruitment system.
(1) The process of high-school teacher recruitment in Japan is strict and cautious.
(2) Teachers are selected and employed by Department of Education in the U.S., Japan, and French.
2. The review of current teacher recruitment system:
(1) The advantages of current teacher recruitment system in national senior high school：
a. School can acquire proper teachers that meet its needs.
b. The profession skill of teaching can be enhanced.
c. The independence of school is more evident.
d. The fact that one obtains his position more by favor than by his ability is not likely to happen.
e. There exists standard for grading in teacher recruitment.
f. Fewer administrative faults can be found in the process of teacher recruitment.
g. The consequence of teacher recruitment is objective and fair.
(2) The shortcomings of current teacher recruitment system in national senior high schools are not apparent.
(3) The general regulations of teacher recruitment are established by the committee for teacher evaluation, which is aided by administrative organization if necessary.
(4) Most teacher recruitment is administered in two stages. Examinees must pass the first stage before proceeding on to the second.
(5) Details are stipulated specifically in the general regulations of teacher recruitment.
3. The working of the committee for teacher evaluation:
(1) Generally the working of the committee for teacher evaluation goes smoothly.
(2) The committee for teacher evaluation is seldom supervised. The obligations and duties between the committee for teacher evaluation and the school administrations are not specified.
4. Suggestions for improving teacher recruitment:
(1) Teacher recruitment held individually by each school does more good than harm, so it’s better to maintain the status quo.
a. Teacher recruitment should be still held individually by each school, and general regulations of teacher recruitment should be stipulated by school.
b. The obligations and duties between the committee for teacher evaluation, the committee for teacher recruitment and the school administrations should be specified.
(2) There are some shortcomings in teacher recruitment system. The preliminary examination of teacher recruitment can be held by Department of Education, and the secondary examination is still held individually by each school.

According to research results, the following are suggestions to department of education and schools.
1. Suggestions to department of education:
(1) The defects of current system should be corrected.
a. The obligations and duties between the committee for teacher evaluation, the committee for teacher recruitment and the school administrations should be specified.
b. All kinds of grading in teacher recruitment should be quantified and qualified.
c. Stipulate that every school should finish teacher recruitment in time limit.
(2) Modify slightly the current system of teacher recruitment system in senior high school.
a. The preliminary examination of teacher recruitment should be held by Department of Education, and the secondary examination is held individually by each school.
b. Those qualified in the preliminary examination of teacher recruitment should have the qualification to take the secondary examination without passing the preliminary examination within one year.
c. Establish the regulations of secondary examination.
d. Revise related laws.
2. Suggestions to senior high schools:
(1) Value principal’s substantial power to make decisions or to suggest.
(2) Specify the obligations and duties between the committee for teacher evaluation, the committee for teacher recruitment and the school administrations.
(3) It should be open and clear in the process of teacher recruitment, and the standard for grading should be specific.
(4) The rate of experts and scholarly people for the committee for teacher recruitment should be properly raised.
(5) Stipulate the duties of committee for teacher recruitment.
(6) Deepen the knowledge of members in the committee for teacher evaluation and the committee for teacher recruitment.
(7) Questions in the interview should be prepared.

並列關鍵字

teacher recruitment, committee for teacher evaluation, committee for teacher recruitment