上海教育评估研究2025，Vol.14Issue(3)：35-40,6.
我国高校教师聘任制改革的历史脉络、现实困境与优化建议
Historical Trajectory,Practical Dilemmas and Optimization Suggestions of Academic Appointment System Reform in Chinese Universities
摘要
Abstract
The academic appointment system is the core of university personnel system reform.Since the late 1980s,the academic appointment system reform has been actively advanced by the Chinese government and universities.After going through three stages of professional title appointment,position appointment,and"tenure-track and tenured"system,the academic appointment system reform has yielded remarkable outcomes.However,it still faces practical challenges such as serious negative effects of assessment,lack of effective ways to resolve disputes,and lack of smooth mechanisms for talent exit and circulation.In the future,the government and universities should further deepen the reform of the academic appointment system,establish a diversified academic appointment system that conforms to the characteristics of modern university systems,and focus on addressing core issues such as assessment,personnel disputes,and talent mobility.This will provide a more favorable institutional environment for the growth and development of talents.关键词
高等教育/教师聘任制/教师评价Key words
Higher education/Academic appointment system/Teacher assessment分类
社会科学引用本文复制引用
范永胜,高耀明..我国高校教师聘任制改革的历史脉络、现实困境与优化建议[J].上海教育评估研究,2025,14(3):35-40,6.基金项目
在"非升即走"规则的助推之下,强化激励、追求产出的教师评价导向正在向极端趋势发展,学术研究的功利主义愈发盛行.面对"要么发表要么出局"的学术文化冲击以及日益严苛的职称晋升与聘任考核条件,高校教师的学术活动由理性认知转向了评价指标.教师为了通过聘任考核,在科研上不得不放弃风险大、周期长、不确定程度高的原始创新性研究,转而追求易出成果、能够量化的项目,聚焦论文发表数量与基金项目的获取,[4]青年教师的"学术过渡期"演变成了一场"学术锦标赛".应当看到,这种高强度的考核压力以及无节制的内卷化竞争,并未带来多少有价值的科学研究成果,反而进一步助长了学术界的"五唯"之风.近几年,青年教师论文发表日益功利化、商业化,科研造假、学术不端的案例屡见不鲜,这些问题与高校推进教师聘任制改革过程中过分关注绩效指标不无关联.[5] （）
