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題名 | 私立幼稚園教師分級制實施之可行模式研究=The Study on the Feasible Mode of Private Kindergarten Teachers' Career Ladder |
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作者 | 楊淑朱; 王佳芬; Yang, Shu-chu; Wang, Chia-fen; |
期刊 | 國民教育研究學報 |
出版日期 | 20030700 |
卷期 | 11 2003.07[民92.07] |
頁次 | 頁41-67 |
分類號 | 523.26 |
語文 | chi |
關鍵詞 | 教師分級制; 教師職級; 德懷術; Private kindergarten teachers; Career ladder; Delphi; |
中文摘要 | 本研究旨在為我國私立幼稚國教師建構出一套可進行之分級模式,供教育行政單位在提昇幼教師資及訂定幼教教師之人事制度時參考。本研究主要利用文獻分析法與德懷術問卷調查法進行研究,其結果如下: l.分級結構方面,將我國私立幼稚園教師分為四級。第一級稱為「初級教師」,第二級稱為「中級(堅)教師」;第三級稱為「專家教師」,第四級稱為「顧問教師」。 2.各級教師職責方面,每一職級的教師皆需擔負「班級教學」、「班級經營」、「幼兒輔導」、「親師溝通」、「環境佈置」、「環境清潔」、「幼兒評量」的工作。另外每進一階其擔負「園務工作」、「教學設計」、「教法改進」、「課程與教學研究」的比例應增加。最後,最高階之教師應擔負「教育革新議題之研究」、「實驗課程」、「社區融合」的工作比例應增加,然而在「班級教學」、「班級經營」、「環境佈置」及「環境清潔」的比例應減少。 3.各級教師薪資分配方面,每晉一階教師的薪資應相差距為3,000元-5,000元。 4.各級教師晉級依據方面,主要的考量依據為「學歷」、「年資」、「在職進修內容」、「研習時數」、「實際的教學表現」、「園方對教師的評量」、「相關著作及文章發表」、「個人榮譽表現」等八項。 5.晉級審查運作情形方面,則應考量不同教育生態之特性、行政作業應簡化、審查人員須具備專業知能及採用多元化的評鑑方式。 |
英文摘要 | The purpose of this study was to build a feasible mode of the private kindergarten teachers' career ladder. It would be the references for the educational executives to promote the quality of the private kindergarten teachers and to set up an executive system of kindergarten teachers. The methodology in this study was Delphi questionnaire investigation. The conclusions of this study were as follows : 1.The structure in the teachers' career ladder: Four levels in the structure, the first level called the primary teacher, the second level called the intermediate teacher, the third level called the advanced teacher, and the fourth level called the counselor teacher. 3. The workloads in each level: Each level of the kindergarten teacher should take the works of class teaching, classroom management, counseling, teacher-parent communication, learning environment setting, cleaning and children's evaluation. Furthermore, upgrading a level the workloads would increase. It would include kindergarten affairs, teaching planning, the improvement of teaching methods, and Curriculum and teaching study. Furthermore, the highest level of the teachers should pay more attention on the issues of educational reform, experiment curricula and community integration. Moreover, their workloads on teaching, classroom management, environment setting and cleaning should decrease. 4. Salary on each level: The range between NT$3,000 to NT$5,000 should be provided in each level difference. 5. The base for promotion: Educational background. teaching length, the states of in-service, in-scrvuice hours. the practical teaching performance, teachers' evaluation from the kmdergartens, publications, and accomplishment. 6. Promotion investtgation: It should consider the traits of the different educational ecology and the simplification of paperwork. Also, the investigators should perform their duties with professionalism and adopt multiple methods of evaluation. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。