Abstract:

Constructing a complete remuneration system is essential for improving the overall quality of rural teachers, promoting the balanced allocation of rural teachers, and stimulating the motivation and development vitality of rural teachers. A large-scale survey of 39 counties (cities, banners) in 12 provinces shows that there is a large regional gap in rural teacher salary income in my country, and rural teacher salary income levels in some areas are low. The teacher salary income gap in counties is small, which does not fully reflect the difficulties and remoteness of schools; and there is a significant gap in the level of salary among teachers, which does not reflect the actual contribution. This remuneration pattern is closely related to the basic composition and determinants of rural teachers’ salary income. The “county-based” fiscal security system determines the overall level of salary income, and the functional design of “compensatory wages” highlights the group differences between rural teachers in the county, while performance pay under “secondary distribution” reflects the individual differences of teachers. In order to give full play to the labor pricing, differential compensation and continuous incentive functions of rural teachers’ salary income, it's necessary to optimize the structure of rural teachers’ salary income, improve the funding guarantee mechanism and the supervision mechanism.

Key words: rural teachers, salary income, salary structure, decision mechanism