교원 우대를 위한 보수체계의 개편 방향과 과제

• 영문명: Exploration of Policy Directions and Tasks for the Teacher Compensation System in Korea
• 발행기관: 한국교육재정경제학회
• 저자명: 서정화(Suh Chung Wha) 김명수(Kim Myung-Soo) 전제상(Jeon Je Sang)
• 간행물 정보: 『교육재정경제연구』 제14권 제1호, 215~243쪽, 전체 29쪽
• 주제분류: 사회과학 > 교육학
• 파일형태: PDF
• 발행일자: 2005.06.01

국문 초록

이 연구는 우수 교원을 확보하는 동시에 교원의 사기를 진작시키며 교원들로 하여금 열정을 가지고 교육활동에 매진하는데 도움을 줄 수 있도록 합리적인 보수체계 개편을 위한 방안을 탐색하는데 그 목적이 있다. 이를 위해 교원보수체계의 현황과 문제점에 대한 진단과 분석을 토대로 교원 우대를 위한 보수체계의 개편 방향과 과제들을 제시하였다.

영문 초록

The purpose of this study aims at exploring policy directions and tasks for the reform of the teacher compensation system by delineating the problems of the current teacher compensation system. This study was based on theoretical examination and analysis on the principles used in deciding public officials' reparation, and how those decisions are being reflected in the teacher compensation system. Also, this study touched on the idea of compensation, theory of compensation, system and types of compensation, determinatives of compensation level, and standard of analysis. The results of this study are as follows; The teacher compensation system is losing its original teacher compensation objective, the reward package is weak, and the system is overly complex. Furthermore, there is limited frequency of promotion to a higher grade, while response concerning the basic principles used in determining compensation is passive, and legislative consciousness on the special treatment of teachers is lacking. The plan of course for the teacher compensation system can be epitomized as follows; First, it is necessary to simplify the compensation system for teachers. Second, it is necessary to change the present compensation system(single-salary schedule) into the double track salary schedule, which reflects the results of study or training and the results of degree acquisition. Third, it is necessary to reconstruct the teacher salary class system to a pragmatic level. Fourth, it is necessary to devise an effective allowance system by converting the fixed allowance into a variable allowance. Fifth, it is necessary to distinguish the gap of promotion in the salary step between teachers in primary and secondary schools. Sixth, it is necessary to pay an overtime allowance for teachers. Seventh, it is necessary to establish a "law to acquire excellent teachers." Eighth, it is necessary to introduce the price rate incentive system of a department itself and also as a group.

목차

초록

Ⅰ. 서론

Ⅱ. 현행 교원보수체계의 한계와 문제

Ⅲ. 교원보수결정의 실태 분석

Ⅳ. 교원보수체계의 개편 방향과 과제

Ⅴ. 결론

참고문헌

Abstract