韩中两国中学教师聘用过程对比研究

Abstract

The purpose of this study is to examine the appointment process for secondary teachers of Korea and China, and analyze its differences. The characteristics of the appointment process for secondary teachers of Korea are as below. First, the influence of the Ministry of Education is absolute. The Ministry of Education manages everything from appointment notice to appointment examination, and it even controls dispatch of teachers, which proves its absolute influence. Second, the mode of appointment is unified. Korea only allows competitive examination, and thus being a secondary teacher is only possible through appointment examination that is held once a year. Third, secondary teachers are treated as civil servants. Secondary teachers are provided with the ninth-class salary of civil servants as soon as they are appointed, and when they have to do additional work for self-study or evening study, they receive two times the urban workers’ average wage. This treatment makes people consider the teaching job positive and prefer the job at the same time. The characteristics of the appointment process for secondary teachers of China are as below. First, schools have autonomy in appointing teachers to a certain degree. In selecting teachers, schools can decide when to hold appointment examination, how to proceed with the mode of appointment, and how many teachers are to be selected, and then gain approval from the Ministry of Education. The Ministry of Education gives autonomy to schools in selecting teachers. Second, the mode of appointment is diversified. Schools can decide whether to set the ratio of interview test to 100% or that of interview test and written test to 50% each, and whether to include demonstration class, according to their regions and characteristics. In addition, as schools can set the time of appointment examination differently depending on their regions, it can be said that appointment examination is held several times a year. Third, China is making an effort to realize improvement of treatment. Although it is well known that teachers’ workload is rather heavy compared to other jobs, the level of wage is not that high, and it varies with regions. Thus, 「2014 New Teacher Wage Reform Measure」 was established in March 3, 2014 to raise teachers’ wage considering the heavy workload and standardize the different levels of wage in different regions. Therefore, it is thought that China will constantly try to make the teaching job an ideal one at last.