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敎育公務員 報酬制度의 改善方向 探索硏究 : 초·중등교원을 중심으로

Title
敎育公務員 報酬制度의 改善方向 探索硏究 : 초·중등교원을 중심으로
Other Titles
Exploration of Policy Directions for the Improvement of Public School Teacher's Salary System
Authors
金慶培
Issue Date
1985
Department/Major
교육대학원 교육학전공교육행정분야
Publisher
이화여자대학교 교육대학원
Degree
Master
Advisors
徐廷華
Abstract
本 硏究는 敎育公務員 보수제도의 변천과정을 分析하고 보수제도의 現況 및 문제점을 추출하고 앞으로의 改善點을 모색하는데 그 목적이 있다. 이러한 연구의 目的을 달성하기 위하여 다루어진 硏究의 주요 內容은 다음과 같다. 먼저 報酬의 機能 및 性格, 공무원 보수수준의 결정요인, 그리고 교육공무원의 報酬 등을 살펴 보았다. 아울러 우리나라 교원보수제도의 변천과정을 報酬制度의 內容別, 年度別로 區分하여 그 배경과 特性을 分析하였다. 또한 美國, 日本, 프랑스, 스웨덴, 英國, 自由中國, 西獨 등 外國의 교원보수제도 動向을 알아보았다. 그리고 교육공무원 보수제도의 現況과 問題點을 分析. 診斷하고 그 結果를 토대로 앞으로의 改善 方向을 모색 하였다. 硏究의 方法은 주로 關係文獻 및 硏究物, 기타 關聯資料를 蒐集, 分析하는 등 文獻硏究가 主가 되었다. 현행 교육공무원의 보수체계의 問題點으로서는 同等學歷 소지자에 대한 差等대우, 昇給期間의 長期化, 학위소지자의 우대책 결여, 사범계 출신자에 대한 가산연수의 不均衡, 手當의 미흡 등을 들 수 있다. 이러한 問題點을 改善하기 위해 앞으로의 改善의 方向을 提示해보면 다음과 같다. 첫째, 初任給의 劃定과 關聯하여 (1) 同等學歷, 資格, 經歷所持者에 대한 學校級別에 關係없이 同等대우 (2) 經歷보다 學歷우대 (3) 초·중등교사들로서 석사·박사학위 소지자에 대한 배러 (4) 초·중등의 資格別 기산호봉의 일원화 등이 이루어져야 할 것이다. 둘째, 타 職種에 비해 길게 되어 있는 총승급기간(국민학교 35년, 중등학교 교원 30년)의 短縮이 必要하다. 현행 호봉사정은 년 2회에 불과하여 최고 5개월의 經歷을 절사 당하고 있으므로 이를 년 4회로 늘리는 것이 妥當하다. 셋째, 初任給의 上向調整과 함께 최고봉의 水準을 높여야 할 것이다. 끝으로 충분한 액수의 각종 수당을 지급해야 할 것이다.;The purpose of the thesis is to review the development of the salary system and condition of public school teachers in Korea and to anaylize the present situations and to find out the problems, and finally to suggest ways to improve the present system. Firstly, the thesis reviewed following elements showed in the present teacher's salary system: 1. The function and the nature of the present system by analyzing various decisive elements and principles which effect on the salary base and compared those elements with other civil service employment systems. 2. The review of the development of public school teacher's salary system in Korea according to its contents and yearly base, and the background and nature of each stages of development. 3. Compared the Korean system with that of the United States, Japan, France, Sweden, England, the Republic of China, and the West Germany, etc. Secondly, the thesis analyized the above elements and suggested various ways for the future improvement. The method employed for the research is to review the existing theories of the teacher's salary system and to relate them with the Korean situation. By reviewing the present system of the teacher's salary in Korea, the research found following aspects: 1. The public school teachers in Korea are paied relatively low salary than those in other countries. 2. A different salary base is applied to teachers with same educational background and experiences. 3. The time of teaching experiences required for promotion is much longer than in other civil service field. 4. Teachers with better educational background do not have better opportunity for promotion. 5. Teachers with teacher's college diploma do not have the same opportunity for promotion. 6. A relatively poor frenzy-benefit systems are applied for all of public school teachers. The research concluded with following suggestions for the future improvement: 1. Concerning the starting salary bass adjustment, the following conditions can improve the present system: A) Teachers with same educational background and experiences must have same opportunities for employment and promotion. B) Teacher's educational background must be considered more favorably than his experiences for deciding the salary base and promotion. C) Teacher's with a Master's Degres or Ph.D must have better opportunity for amployment and promotion. D) The same promotion policy must be applied for both elementary and secondary school teachers. 2. Concerning the promotion policy, the present practice of 35 dears for elementary school teachers and 30 years for the secondary teachers required for the first promotion must be shortened. 3. Concerning the present evaluation system for promotion that gives teachers promotion opportunity only twice annually actually shortens their time of experiences for 5 monthes, therefor the opportunities must be extended to 4 times annyally. 4. Concerning the adjustment of salary base, the amount of first salary and the highest salary must be raised. 5. There must be more frenzy-banefit systems for teachers. 6. The present structure and principles of salary base must be altered so that the teachers with more teaching hours can have higher payment. 7. Finally the thesis suggested that new systems and laws must be established and practiced in order to draw more interest in teaching among better qualified people.
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