我国高校长聘教师制度改革的探索性研究——基于A大学的个案研究

在“双一流”建设背景下,高水平师资队伍成为高校的核心竞争力。不少“双一流”建设高校纷纷借鉴国外长聘教师制度,但在改革中面临诸多阻力。文章选取一所典型的世界一流大学建设高校A大学作为个案,详细分析了A大学长聘教师制度改革的动态过程和探索实践,揭示我国长聘教师制度改革的过程逻辑,即制度准备、制度移植、制度冲突、制度转化和制度绩效等,其中制度本土化转化对制度移植的成败起到决定作用。在此基础上,文章通过评述A大学在整个制度构建过程中各阶段所采取的因应策略,提炼出我国高校长聘教师制度改革取得良性循环的关键原则:一是制度变革的前提是做好教师分类管理,以及授权学院自主聘用长聘教师的权力;二是对于移植而来的制度可采取制度试点的方式及时发现制度冲突,减少改革成本;三是在制度转化过程中,高校可以采取增量改革的方式维护制度主体的利益,促进新旧制度耦合,实现制度的自我维系;四是长聘教师制度改革从“双轨”走向“并轨”不能一蹴而就,需要考虑老教师的压力和心态,保证原有体系与长聘体系的平稳衔接,逐步形成符合国情校情的长聘教师体系。

An exploratory study on the tenure-track system for China universities:a case study based on A University

Under the background of"Double First-Class"construction,high-quality faculty become university core competitiveness.Many"Double First-Class"universities in construction learn from foreign tenure-track system,but face obstacles in the reform.Through the case study of the reform process of the tenure-track system in A University,this paper analyzes the reform process logic:system preparation,transplantation,conflict,transformation and performance.System localization plays a decisive role in system transplantation.Key principles of tenure-track system reform's virtuous cycle are extracted by commenting on strategies adopted by A University in its various reform stages.The premise of the reform is to implement classified management of faculty and authorize colleges to hire faculty independently.The transplanted system can take the way of system pilot to discover the system conflict in time and reduce the reform cost.In the system transformation process,incremental reform can be adopted to safeguard interests of institutional subjects,promoting the old and new system's interconnection and realizing the self-sustaining of the system.Considering pressure and mentality of former faculty,the reform cannot be achieved overnight,but steadily proceed and gradually form a tenure-track system that conforms to nation and university situations.