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교원승진제도 개선방안 연구 : 전라남도 초등교감 승진을 중심으로 원문보기
(A) Study of Measures to Improve the Current Teacher Promotion System

  • 저자

    맹옥영

  • 학위수여기관

    순천대학교 교육대학원

  • 학위구분

    국내석사

  • 학과

    교육행정전공

  • 지도교수

  • 발행년도

    2004

  • 총페이지

    vii, 71p.

  • 키워드

    교원승진제도 개선방안 전라남도 초등교감;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T10062670&outLink=K  

  • 초록

    This study is designed to present improving measures for teachers by gathering and analyzing elementary teachers' opinions on the current promotion system. With this in mind, the researcher came up with the following research problems. First, how do the subjects perceive the current teacher promotion system? Second, how do they think of improving measures for the elementary school teacher promotion system? Third, what are reasonable improving measures for the elementary school teacher promotion system? The researcher took a look at the meanings of promotion, the standards and contents of regulations on promotion and the changing process of regulations on promotion with the help of relevant literature and explored precedent researches. With a view to enhancing the validity of questionnaires, the researcher came up with 30-question questionnaires on the basis of thesis concerned with the promotion system and with the help of the academic teacher. The researcher had 250 questionnaires distributed among 250 elementary teachers in the eastern part of South Cholla Province, getting 182 questionnaires for a statistic analysis. All the analyses depended on frequency and percentage. The researcher made a cross analysis of the difference of perception by general characteristics, gender, position, career and work place, relying on t-test and F-test. The survey shows that male subjects had a better interest in and a better understanding of the current regulations on educational public servants and that the former had more complaints. The survey on the subjects' opinions on career assessment period indicates that they thought 25 years appropriate and that working-grade assessment should be converted into absolute assessment or relative assesment with more A's. The subjects held that qualification training should be assessed in a lower way and that assessment period should last within 10 years devoid of the period of prescription. The survey on additional-point assessment shows that they were all for the current system but that working careers for islands and isolated areas should be a little highly evaluated. The survey on the currently debated improving measures indicates that a chief teacher system should be introduced and that female teachers should be designated at a certain level and that test-based promotion system should be introduced and that principals should be elected. The researcher came to the following conclusions. First, male subjects and teachers with many careers had more interest in and a better understanding of the current regulations on promotion. On the other hand, they had more complaints. Second, the survey on 25-year career assessment indicates that the system is desirable and that incentives should be necessary for young teachers to devote themselves to the teaching profession. Third, working-grade assessment should be reflected for the year in question and the current director-dominated raters should be converted into directors and co-workers. Fourth, training-score assessment should be complemented by getting rid of 10-year period of prescription by changing the system into an accumulative-point system through converting training into scores and by recovering confidence in training scores. Fifth, the additional-point assessment should be retained and better policies for teachers with good teaching achievements should be well treated. If the chief-teacher system is introduced, teachers will find a way to get promoted. The female-teacher designation system is being discussed due to a low rate of female teachers' promotion, but it is more important for both male and female teachers to be assessed on a fair basis in terms of work assessment or training scores. A variety of ways for promotion should be groped for in addition to the current promotion system. The introduction of the principal election system was deemed to be one of the best ways for improving the current elementary school teacher promotion system, which seems to be close to reform rather than improvement of the current teacher promotion system with the position of principals not as the symbol of authority but as appointment. It is difficult to come up with a promotion system satisfying each and every teacher. Sudden changes may cause confusion to a lot of teachers who have tried hard to abide by the regulations. Elementary teachers have fewer chances to get promoted than other workers. It is important to grope for a variety of ways for more promotion and to allow teachers who are keenly intent on education to give themselves to it without getting promoted.


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