Analysis investigation of the current situation of independent college teachers taking Beijing University of Chinese Medicine Dongfang College as an example
|Beijing University of Traditional Chinese Medicine
|Social Medicine and Health Management
|independent college Investigation and analysis construction teaching staff
Research background:As a product of the deepened reform of China’s higher education, independent colleges are a new type of schooling. Theorists and professionals in the field have reached a consensus on the importance and urgency of the building of teaching staff in independent colleges.After a decade of large-scale expansion, independent colleges have gradually improved its administration. In2013, a small number of them separated from the parent school and finished the transformation. The majority of them, however, are still not eligible for the transformation. One important reason is staffing level. The construction of the teaching staff is therefore becoming an urgent issue for these schools.Research purpose:Although independent colleges have been working hard to improve their teaching quality and strengthen the staffing, the efforts are so far barely satisfactory. A lot of theoretical research has been done on the staffing, but few of them are systematic and valuable. The paper bases its study on relevant literature and, citing Dongfang College of Beijing University of Chinese Medicine, makes scientific and rational proposals on how to solve problems arising from the staff building, and tries to give its own opinions about the overall and long-term planning of independent college staffing. In the meantime, the writer also hopes the paper can be used as a reference for colleagues.Research significance:The aim of schooling is the training of talents and how well the work is done is a deciding factor in the sustainable development of independent colleges. The key lies in a high-quality teaching staff, whose importance is highlighted in independent colleges where students as a whole are inferior, in cultural and comprehensive qualities, to students from regular institutions of higher learning. The paper conducts an analysis of the common problems in staffing in independent colleges and develops accordingly strategies which can be used as references and guides for further development of the colleges. The research is a sum total of the writer’s over ten years of working experience and study in independent colleges and can be of value for the future development of the school.Research content:Based its study on literature and taking four untransformed schools and two transformed schools as subjects, the paper makes a comparative analysis of the two different type of staffing. The paper takes a total sampling of Dongfang College’s own teaching staff and identifies some of the problems in staffing. The paper also explores the staffing process and uncovers hidden laws. Then using this as a foundation, the paper illustrates the problems and causes in staffing. In the end, in accordance with the cognizance it draws so far, conventional and unconventional measures and proposals are made regarding the prominent problems.Research methods:literature research, questionnaire survey method, statistical method. Results and discussions:The paper analyses six major problems in the second phase of staffing work:structural irrationalities in age and academic title; high fluidity of the teaching staff; lack of an institutionalized and standardized management of teaching staff; lack of a competitive salary, performance appraisal and incentive system; lack of care and funding for teachers’ career advancement; the poor adaptability of teaching staff from parent university to the aim of application-oriented training of students in independent colleges. Factors contributing to these issues are also discussed in length. In the last, five suggestions concerning the problems in phase two are put forward. Unconventional strategies include a three-way leapfrog synchronized development of the teaching staff structure, and creating comparative advantages in salaries and benefits for teacher retention and prosperity. Conventional strategies consist of the establishment and improvement of leadership and administration; a multi-track growth of the teaching staff; shift of focus in cooperation with parent universities from mere utilization of their teaching staff to long-term and deepened cooperation.