Research regarding the employment of excess elementary school teachers: Taking Taoyuan County as an example

• Main Authors: Mei-Yun Lin, 林 美 雲
• Other Authors: 郭文忠
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/08185541925190574819

碩士 === 元智大學 === 管理碩士在職專班 === 95 === Due to dramatic changes in the nation’s population structure, the tendency of having fewer children presents the problem of an excess amount of teachers and changes in the problem’s nature. Furthermore, the increase of older people will depend strongly on the exquisite teaching and cultivating of higher quality citizens in order to strengthen our national competitive edge; therefore, human resource structure in the education system desperately needs to be surveyed and re-constructed in order to comply with the changing times and to invigorate the system with new developments. The purpose of this study is to discuss the effect of our national population structure in regard to excess teachers, its course of change, development, current employment situation and related theories of simplifying human resource employment. We will also look at the investigation and analyses of elementary school teachers’ views on such issues as: the current excess situation, application of human resources, guidance towards transferring of teachers, and so on. Recommendations for elementary school administrative organizations to solve the issues of excess teachers and human resource application guidelines will be brought forth based on the findings of the research. In order to accomplish the above-mentioned goal, the study incorporates literature review, interviews and questionnaire. Firstly, the structure of the study is established through relevant research literatures. The interview guidelines and questionnaire were then drafted in accordance with the findings of the literature review. Lastly, to understand views concerning excess teachers and other related issues relating to Taoyuan County’s elementary school teachers, interviews and questionnaires were conducted with the elementary school teachers at Taoyuan County. Questionnaire data were analyzed using statistical methods, including: mean, standard deviation, and t-test for difference. I. Conclusions: 1. In regard to the transference of excess teachers: Lacking a perfect scheme, teachers tend to accept the maxim: “later-in-earlier-out”, and also agree on using performance evaluation as the basis for excess teachers. They also believe that transference will not solve the problems of excess teachers, human resource employment, incompetent teachers, and other associated problems. Teaching policy and demands should be made public and concise. 2. Views on problems related to excess teachers and teacher employment: Most teachers are concerned with becoming excess teachers and the related problems associated with being dismissed. They do not agree with changing the retirement policy to the 85-scheme, which could make the problem of excess teachers even worse. The policy of intern teachers at 5% rate, as substitute teachers, is perceived positively. Ending the teacher admission examinations will affect the teacher’s turnover rate, while hiring part-time teachers will facilitate this turnover. 3. In regard to solving the issues of excess teachers and promoting education quality: Teachers agree strongly that curriculum reforms, changes in the population structure and social transitions are increasingly burdensome. In order to improve issues such as excess teachers and advancing teaching quality, a reduction in the number of students per class, extensive establishment of special needs classes, and an increase in the teaching quota, are needed accordingly. Increasing the numbers of guidance teachers, research teachers, special needs teachers, support section chiefs, curriculum section chiefs and county activity preparation teams, as well as the establishment of a teacher transferring guidance system, are all viewed very favorably. According to the research, the teaching categories with the greatest lack are as follows: guidance teachers, performing arts teachers, English teachers, special needs teachers, and research teachers. Hiring part-time teachers and conducting fewer teacher admission examinations can support teaching in the professional field, and increase circulation and heritage. 4. Recommendation concerning excess teachers and facilitating administrative efficiency: Increases in the numbers of administrative commissioners and teaching assistants to handle administrative affairs, will allow teachers to focus more on teaching activities and student guidance. II. Recommendations: 1. In regard to the transference of excess teachers: (1) Set up an open, fair and reasonable transferring policy for excess teachers. (2) Use an honorary recommendation scheme and set up rewards and inducement measures. (3) Establish a complete teacher evaluation system as the basis for excess teacher transfers. (4) Clearly state the standard procedures for handling incompetent teachers. 2. Views towards excess teachers and teacher employment: (1) Educational human resource policy planning and establishment should be based on education researches. (2) Teacher demands and policy advertisements should be available to all, kept up to date, and made public as well as concise. (3) Hire part-time teachers and conduct fewer teacher admission examinations to increase teacher turnover rate. (4) Encourage retirement to improve the issue of excess teachers. 3. In regard to solving problems with excess teachers and promoting teaching quality: (1) Increase teaching quota and smaller classes to solve the problem of excess teachers. (2) Proceed with educational human resource structure research and analysis, and use it as a basis for human resource allocation. (3) Increase numbers of teachers in guidance, performing arts, English, special needs, and research, to balance the teaching structure. (4) Establish a guidance system for teacher transference and legalize the system. (5) Teaching centers should offer more diversified courses to fulfill the needs of teachers in the transferring system. 4. In regard to solving the problems of excess teachers and facilitating administrative efficiency: (1) Increase support section chiefs, curriculum section chiefs and county education activity preparation teams to assist with educational administrative work. (2) Increase administrative staff who are responsible for non-teaching administrative work. (3) Conduct research on teachers transferring to full-time administrative staff and establish a scheme.