Young teachers have low monthly salaries and find it difficult to support their families, and colleg

Mondo Education Updated on 2024-01-31

The low salaries of young teachers make it difficult to support their families, which has become a major problem in the current education sector. Especially in colleges and universities, although the overall salary level is higher than that of other industries, for young teachers, their income cannot meet the basic needs of life. A young teacher at the Hunan University of Finance and Economics complained that he could make ends meet with only four or five thousand yuan a monthYoung teachers bear not only personal living expenses, but also mortgages, children's education, and supporting the elderly. In the face of these difficulties, he proposed that the performance salary of young teachers should be paid in full every month.

However, this teacher's advice is only the tip of the iceberg. The burden on young teachers is not only financial, but also includes social and family responsibilities. Take the housing prices in Changsha as an example, the vast majority of housing prices are above 10,000 yuan, and it is undoubtedly worse for a young teacher to bear such a huge mortgage pressure by himself. Coupled with the fact that most young people will have two children, the cost of raising children should not be underestimated. Even if the monthly salary of young teachers reaches 5,000 yuan, after deducting expenses such as housing loans, the quality of life may not be as good as it can be.

As the main body of education and teaching, schools should pay attention to the voices of young teachers. They are the new force in education and bear the heavy responsibility of nurturing the next generation. Hunan University of Finance and Economics responded that performance pay is divided into two parts: basic performance salary and incentive performance salary. The basic performance salary accounts for 70% and is paid monthly, which reflects the basic performance of teachers. The incentive performance salary is evaluated and paid according to the teacher's work contribution and other factors, and is generally paid in a lump sum at the end of the year. Judging from the school's response, incentive performance pay is not suitable for monthly payment, but should be comprehensively evaluated based on annual work evaluation.

However, such a response does not really address the root cause of the problem. For young teachers, they often do not have many opportunities to participate in projects, do projects, and publish ** at the beginning of their careers, resulting in their relatively low contribution to education and teaching positions. The Hunan University of Finance and Economics' adjustment of the proportion of incentive performance pay to 40% also failed to solve the problem, as young teachers may earn less. For this phenomenon, schools can start from the actual situation of young teachers, and consider reflecting their actual contributions and responsibilities in teaching in the incentive performance salary, which can not only motivate the enthusiasm of young teachers, but also solve their economic difficulties.

Young teachers have entered the field of college education, full of enthusiasm for education and longing for the future. However, with that comes the reality of low wages and stressful lives. Not only do they have to deal with the pressure of academic research, but they also have to deal with various troubles and challenges in life. For young teachers, life and career are often incompatible, and how to balance the two has become a puzzle for them.

First of all, the financial pressure on young teachers cannot be ignored. Although the salaries of colleges and universities are high, their incomes cannot meet the increasing expenses due to the increase in prices** and the burden on the population. Especially in places where housing prices are high, the mortgage pressure on young teachers has doubled. Coupled with the expenditure on children's education and pension, the financial difficulties they face can be imagined. In the face of such tremendous financial pressure, young teachers often have to cut back on expenses or even postpone planning their own lives.

Secondly, young teachers also have difficulties in career development. Young teachers often start out in low-level positions, without many opportunities to participate in projects and research projects, and it is difficult to establish their reputation in the academic community. They need to devote a lot of time and energy to teaching, but this does not directly lead to career advancement and salary increases. At the same time, colleges and universities also generally require teachers to be guided by scientific research results, publish ** and apply for scientific research projects. However, it is very difficult for young teachers to achieve significant scientific results in just a few years. They are faced with a difficult balance between the pressure of scientific research and the demands of teaching, and often feel lost and powerless.

Schools should pay attention to these dilemmas and challenges. Although the school responded that the incentive performance pay is mainly based on the comprehensive evaluation of the whole year, more attention should be paid to the actual situation and needs of young teachers in the salary structure of teachers, and more support and help should be given to them. It can be considered from the following aspects:

The first is to reduce the financial pressure on young teachers. Schools can reduce the financial burden on young teachers by increasing their basic performance-based salaries and giving them more subsidies and benefits. In addition, schools can work with relevant departments to provide more preferential policies for housing and children's education to help young teachers tide over the difficulties.

The second is to pay attention to the teaching contributions of young teachers. Young teachers have put a lot of effort into their teaching work and should be duly recognized and rewarded. Schools can recognize outstanding teaching achievements and contributions by setting up an award mechanism. Additional teaching positions or salary mark-ups can be provided to encourage young teachers to actively participate in teaching reform and innovation, and to encourage them to carry out teaching research.

The third is to provide more training and development opportunities for young teachers. Schools can set up special training programs to help young teachers improve their professional skills and academic abilities. Senior teachers and experts can be invited to provide guidance, provide mentorship systems and academic forums, and promote the growth and development of young teachers. At the same time, young faculty members can also be encouraged to participate in academic exchanges and research activities to enhance their academic status and reputation.

Young teachers are the future and hope of education, and they are also the backbone of society. The school should understand their stress and confusion and give them more care and support. Through a reasonable salary policy and a good development environment, we will help young teachers better balance their lives and careers and make greater contributions to the development of education.

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