國小超額教師師資運用之研究-以桃園縣為例

Research regarding the employment of excess elementary school teachers: Taking Taoyuan County as an example

林 美 雲(Mei-Yun Lin)

指導教授 ： 郭 文 忠 ； 徐 學 忍

元智大學/管理學院/管理研究所/碩士(2006年)

摘要

我國近年人口結構產生重大變化，少子化導致超額教師問題產生，而異質化、老年化則賴精緻國教培植優質國民以提升國家競爭力，此刻教育人力結構亟需因應時代變遷進行檢視與重整，以振興國民教育之發展。本研究的主要目的在於探討我國人口結構對超額教師影響沿革與現況、超額教師師資運用及精簡人力運用的相關理論基礎；調查並分析國民小學教師對超額教師現況、人力運用、輔導介聘實施等議題的看法。根據研究結論提出建議以供國民小學教育行政主管機關規劃解決超額教師問題及人力運用輔導之參考。
為達上述目的，本研究兼採文獻探討、訪談法及問卷調查法進行研究。首先，透過相關研究文獻探討建立研究架構。再根據文獻探討的結果擬定訪談大綱及問卷，對桃園縣各國民小學教師進行訪談及問卷調查，以瞭解桃園縣國民小學教師對超額教師相關議題的看法，問卷採平均值、標準差及差異t統計方法進行資料分析。
壹 研究所獲結論如下：
一、在超額介聘辦法方面：
在無完善機制下，教師們仍較能接受「後進先出」方式處理，並贊同以
績效評核為超額依據。認為超額介聘辦法無法解決教師超額、教育人力運用或不適任教師等問題。師資政策及需求訊息能公開明確。
二、在超額問題與師資運用的看法上：
教師大多擔心成為超額教師及資遣問題，不贊同退休改八五制將使超額
問題更嚴重。實施教師控管5﹪為代課教師的政策是令人肯定的。停止教師甄試將影響師資新陳代謝，聘任兼任教師可促進師資新陳代謝。
三、解決超額教師及提升教學品質上：
教師非常贊同課程改革、人口結構改變與社會變遷令教師負擔加重。應逐年降低班級學生數、廣設資源班，及增加教師員額編制，改善超額教師問題及提升教學品質。對於增置輔導教師、研究型教師、資源班教師、扶弱組長、課程組長及全縣活動籌辦專責小組，以及輔導轉任制度的建立表示非常贊成。所調查最缺乏的師資類別為輔導教師、表演藝術教師、英語教師、資源班老師與研究教師。聘任兼任教師與辦理少數新進教師甄試，可支援專長教學並促進師資代謝與傳承。
四、解決超額教師及提升行政效率上：
增置行政專員與助理教師協助處理行政事務，讓教師更專致於教學活動與學生輔導工作。
貳 根據研究結論，提出建議：
一、在超額介聘辦法方面：
（一）訂定公開、公平、合理的超額教師介聘原則
（二）採榮譽推薦制設獎勵誘因措施
（三）建立完善教師績效評鑑制度做為超額辦法依據
（四）明定處理不適任教師作業標準程序
二、在超額問題與師資運用的看法上：
（一）教育人力政策規劃與制定，應先以教育研究為依據
（二）師資需求與政策宣導訊息應普及迅速、公開明確
（三）聘兼任教師及辦理少額新進教師甄試，促進師資更替代謝
（四）鼓勵優退改善超額問題
三、解決超額教師及提升教學品質問題上：
（一）增置員額、小班教學以解決超額問題
（二）進行教育人力結構研究分析，做為教育人力資源調配運用之依據
（三）增置輔導、表演藝術、英語、資源班與研究教師，均衡師資結構
（四）建立師資輔導轉任機制並法制化
（五）師培機構開設多元課程，因應師資轉任機制需求
四、解決超額教師及提升行政效能問題上：
（一） 增置扶弱組長、課程組長及全縣教育活動專責小組，協助辦理教育
行政業務。
（二）增編專職行政人員負責非教學行政工作
（三）教師轉任專職行政人員的研究與機制的建立

關鍵字

超額教師；師資運用

並列摘要

Due to dramatic changes in the nation’s population structure, the tendency of having fewer children presents the problem of an excess amount of teachers and changes in the problem’s nature. Furthermore, the increase of older people will depend strongly on the exquisite teaching and cultivating of higher quality citizens in order to strengthen our national competitive edge; therefore, human resource structure in the education system desperately needs to be surveyed and re-constructed in order to comply with the changing times and to invigorate the system with new developments. The purpose of this study is to discuss the effect of our national population structure in regard to excess teachers, its course of change, development, current employment situation and related theories of simplifying human resource employment. We will also look at the investigation and analyses of elementary school teachers’ views on such issues as: the current excess situation, application of human resources, guidance towards transferring of teachers, and so on. Recommendations for elementary school administrative organizations to solve the issues of excess teachers and human resource application guidelines will be brought forth based on the findings of the research.
In order to accomplish the above-mentioned goal, the study incorporates literature review, interviews and questionnaire. Firstly, the structure of the study is established through relevant research literatures. The interview guidelines and questionnaire were then drafted in accordance with the findings of the literature review. Lastly, to understand views concerning excess teachers and other related issues relating to Taoyuan County’s elementary school teachers, interviews and questionnaires were conducted with the elementary school teachers at Taoyuan County. Questionnaire data were analyzed using statistical methods, including: mean, standard deviation, and t-test for difference.

I. Conclusions:
1. In regard to the transference of excess teachers:
Lacking a perfect scheme, teachers tend to accept the maxim: “later-in-earlier-out”, and also agree on using performance evaluation as the basis for excess teachers. They also believe that transference will not solve the problems of excess teachers, human resource employment, incompetent teachers, and other associated problems. Teaching policy and demands should be made public and concise.
2. Views on problems related to excess teachers and teacher employment:
Most teachers are concerned with becoming excess teachers and the related problems associated with being dismissed. They do not agree with changing the retirement policy to the 85-scheme, which could make the problem of excess teachers even worse. The policy of intern teachers at 5% rate, as substitute teachers, is perceived positively. Ending the teacher admission examinations will affect the teacher’s turnover rate, while hiring part-time teachers will facilitate this turnover.
3. In regard to solving the issues of excess teachers and promoting education quality:
Teachers agree strongly that curriculum reforms, changes in the population structure and social transitions are increasingly burdensome. In order to improve issues such as excess teachers and advancing teaching quality, a reduction in the number of students per class, extensive establishment of special needs classes, and an increase in the teaching quota, are needed accordingly. Increasing the numbers of guidance teachers, research teachers, special needs teachers, support section chiefs, curriculum section chiefs and county activity preparation teams, as well as the establishment of a teacher transferring guidance system, are all viewed very favorably. According to the research, the teaching categories with the greatest lack are as follows: guidance teachers, performing arts teachers, English teachers, special needs teachers, and research teachers. Hiring part-time teachers and conducting fewer teacher admission examinations can support teaching in the professional field, and increase circulation and heritage.
4. Recommendation concerning excess teachers and facilitating administrative efficiency:
Increases in the numbers of administrative commissioners and teaching assistants to handle administrative affairs, will allow teachers to focus more on teaching activities and student guidance.

II. Recommendations:
1. In regard to the transference of excess teachers:
(1) Set up an open, fair and reasonable transferring policy for excess teachers.
(2) Use an honorary recommendation scheme and set up rewards and inducement measures.
(3) Establish a complete teacher evaluation system as the basis for excess teacher transfers.
(4) Clearly state the standard procedures for handling incompetent teachers.
2. Views towards excess teachers and teacher employment:
(1) Educational human resource policy planning and establishment should be based on education researches.
(2) Teacher demands and policy advertisements should be available to all, kept up to date, and made public as well as concise.
(3) Hire part-time teachers and conduct fewer teacher admission examinations to increase teacher turnover rate.
(4) Encourage retirement to improve the issue of excess teachers.
3. In regard to solving problems with excess teachers and promoting teaching quality:
(1) Increase teaching quota and smaller classes to solve the problem of excess teachers.
(2) Proceed with educational human resource structure research and analysis, and use it as a basis for human resource allocation.
(3) Increase numbers of teachers in guidance, performing arts, English, special needs, and research, to balance the teaching structure.
(4) Establish a guidance system for teacher transference and legalize the system.
(5) Teaching centers should offer more diversified courses to fulfill the needs of teachers in the transferring system.
4. In regard to solving the problems of excess teachers and facilitating administrative efficiency:
(1) Increase support section chiefs, curriculum section chiefs and county education activity preparation teams to assist with educational administrative work.
(2) Increase administrative staff who are responsible for non-teaching administrative work.
(3) Conduct research on teachers transferring to full-time administrative staff and establish a scheme.

並列關鍵字

Excess teachers；teacher employment

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