清末民初教师的任用与待遇

清末民初通过规定师范生毕业效力义务保证师资来源;实行教师任职资格检定制度,建立了教师职业准入机制;从对教师注重精神奖励到立法确定教员薪俸标准,这些做法初步构建了师资管理与待遇的大体框架。清末民初大学、中学、小学教师的薪俸依次递减,差别较大,不尽合理,且因教育经费的短缺难以保证全额发放,因而出现了师资队伍动荡不安,中小学教师流失严重的社会现象,这种现象反过来又制约了清末民初基础教育的普及和发展。清末民初教师的任用与待遇史实昭示：教师所从事的工作属于创造性的复杂脑力劳动,只有择优录用教师,并切实改善教师的地位和待遇,充分发挥其从教的积极性和主动性,才能使教师真正成为具有竞争性和吸引力的职业,赢得教育事业的可持续发展。

The Employment and Remuneration of Teaching Staff in the,late Qing Dynasty and the Early Republic China

In the late Qing Dynasty and the Early Republic China, it was prescribed that students trained to be teachers should teach in schools, so as to guarantee the supply of teaching staff. The system of certification was also established, and laws were put into effect to ensure the salary of teachers. All of these measures formed the original framework for the management and remuneration of teaching staff. At that time, salaries of the teaching staff varied remarkably from college teachers to those in primary schools, and the shortage of education expenditure caused the reduction of salaries, both of which resulted in the turbulence and brain draining of the teaching staff. Therefore, the fundamental education was greatly restricted. The employment and remuneration of the teaching staff show that teachers should be qualified and should be remunerated sufficiently, so as to full play their initiatives and creativities.