미국의 교사봉급 개혁 동향과 시사점

• 영문명: An overview of teacher compensation change in the United States and its implications in Korea
• 발행기관: 한국교육재정경제학회
• 저자명: 하봉운(Ha Bong-Woon)
• 간행물 정보: 『교육재정경제연구』 제13권 제1호, 257~280쪽, 전체 24쪽
• 주제분류: 사회과학 > 교육학
• 파일형태: PDF
• 발행일자: 2004.06.01

국문 초록

본 연구는 지난 이십여년간 미국교육개혁에 있어서 주목받았던 교사봉급에 대한 다양한 변화와 시도들을 살펴봄으로써 한국의 교사봉급체계에 관한 시사점을 제시하고자 하였다. 우수한 교사의 양성과 확보를 위해 미국에서 1980년대 초, 중반에 걸쳐 추진되었던 교원봉급의 기본급 인상 정책과 1980년대 중반에 도입된 교원성과급 제도의 베리트플랜(Merit pay plans)과 커리어래더플랜(Career ladder plans)도의 기본가정, 목표, 전개 상황, 문제점 등을 살펴보았다. 아울러 1990년 이후로 점차적으로 도입·시행이 증가하고 있는 1) 지식과 기술에 바탕을 둔 임금, 2) 전문 자격증과 임금인상 연계, 그리고 3) 학교단위성과급 지급 등이 논의되었다. 이러한 논의를 통하여, 새로운 임금체계의 도입의 성공을 위한 기본원리로서 1) 이해당사자 전원의 참여보장과 합의에 의한 의사결정, 2) 성취 목표에 대한 이해당사자간의 명확하고 광범위한 동의, 3) 공정성, 일관성 및 공평성을 갖춘 평가도구 및 체계; 4) 평가결과와 봉급체계의 균형 있는 연계 및 새로운 봉급체계를 위한 충분하고 지속적인 재정지원; 5) 목표달성을 지원하기 위한 지속적이고 체계적인 교직원 직무연수 기회 제공; 6) 행정가, 학교위원회, 교사 및 교원노조, 리고 학부모와 지역사회간의 신뢰와 존경의 성숙한 관계, 7) 학교운영에 대한 교장 등 행정가의 적극적이고 선도적인 열린 경영마인드, 8) 한번 도입된 정책에 대한 지속적인 지원과 실행 등이 제시되었다.

영문 초록

A major purpose of this study is to describe and assess state and local efforts at teacher compensation change in America during the 1980s and 1990s that are appropriate for education, that will contribute to the national goal of teaching all students to high standards, that will contribute to improved school performance and student achievement, and that will contribute to higher pay for teachers. In particular, the teacher compensation system must be carefully married to other components of the education system such as organizational goals, structures, and processes. The difficulties encountered by states and local school districts in U.s. as they tried to implement a good idea-performance pay for teachers-offer some valuable lessons for today's Korean policy makers as they have developed a bonus program to improve teacher quality and restructure the teacher workforce to meet the needs of all students and schools. Research evidence from the knowledge and skills-based pay and school-based performance awards programs conducted by staff of the Consortium for Policy Research in Education(CPRE) at OW-Madison could suggest a set of principles states and districts could follow if they consider new compensation system to solve the dilemma of how to think about structuring base pay increases based on direct measures of what teachers know and can do. These principals might be used as a guideline to design and implement the new pay system properly in ways that will motivate teachers to engage in the kinds of behaviors that will lead to direct and immediate impacts on student achievement. A set of principles are as follows: 1) involvement of all key parties, and especially those whose compensation is being affected such as teachers, teacher unions, administrators, school boards and the public in the process of development, design and implementation; 2) broad agreement of all parties on the most valued educational results such as student achievement to align organizational goals and resources appropriately; 3) fair, consistent and equitable methods of measuring individual teacher practice to different levels of performance; 4) balanced linkage of the assessment results to a salary schedule supported with adequate and sustained financial resources; 5) ongoing and systemic assistances focusing on professional development opportunities on improving the identified goals and preparing school staff to plan for and carry out continued improvements toward that goals; 6) management and labor maturity (a high-trust relationship) among administrators, the school board, the teachers and their unions and parent and community support that are teachers are valued and respected; 7) active support and program management from principals; 8) ongoing and significant investment in communication to teachers, principals, administrators, parents, and the public including information about program rules and procedures, program outcomes, appeal procedures, material to be covered on the assessment, procedures for grading the assessment, and program rational over time; 9) persistence needed to continue implementation (Odden & Kellar, 2000; Keller, et. al., 2001; Milannowski, 2001; Odden, 2000; Odden & Kelley, 1997, 2002).

목차

초록

1.서론

2.미국의 교사봉급 변천과 영향

4.한국 교원봉급 변화를 위한 정책적 제언

참고문헌

Abstract