摘要：2009年1月1日起，我国义务教育学校实施绩效工资，旨在通过奖励制度和绩效工资的进一步改革来优化我国整体师资队伍的质量和教育的质量。本文通过把国内的改革状况与老牌资本主义教育大国——英国的改革相对比，并在对比分析的过程中，分析我国义务教育教师绩效工资制度的发展现状、分析教师绩效存在的问题，从而寻找出一条适合我国自身发展的，义务教育教师绩效工资制度改革的科学道路，并希望以此为指引，建立一套完善的科学评价和激励、监督机制体系。

关键字：教师绩效工资制度改革；科学评价和激励；监督机制体系

Abstract: Since 1st January 2009, the compulsory education system of China started to bring performance pay institution into force. The purpose is to optimize the teaching staff and to improve the teaching quality through system of reward and performance pay. This paper tries to find a scientific way of the reform of Wage System that fit our national conditions by comparing the reformational conditions between China and the United Kingdom which is an old developed capitalist country in education and at the same time analyzing the state of development of compulsory educational system performance pay and the existing problems in performance payment. The goal is to help build a sound scientific evaluation system a incentive system and a Oversight Mechanisms.

Key Words：implementation of compulsory school;the establishment of a sound scientific evaluation and incentive system.

　　　百年发展看教育,教育直接影响到我国公民素质的提高,是国家可持续发展的基础。而教育的发展从根本上来说主要依靠教师的质量,因此做好教师的保障,尤其是义务教育阶段的教师保障,至关重要。义务教育教师绩效工资制度的实施是国家根据根据当前的社会经济发展实际情况来制定的,是切实贯彻义务教育法的具体措施,它坚持多劳多得,优绩优酬,这有利于长期吸引和鼓励大量优秀人才长期从事教育事业,促进教育事业的发展。绩效工资分配制度就是将教师的个人收入和绩效挂钩,对于依法保障教师收入水平,激发教师工作热情,提高教学效益具有重大意义。