民辦高校輔導(dǎo)員隊(duì)伍流動性問題及其對策探討

1、當(dāng)前民辦高校輔導(dǎo)員隊(duì)伍建設(shè)中存在一個(gè)普遍的現(xiàn)象，就是輔導(dǎo)員隊(duì)伍的流動性較大問題。輔導(dǎo)員隊(duì)伍穩(wěn)定性缺失，人才流失，嚴(yán)重影響了民辦高校學(xué)生的教育管理工作，也阻礙了輔導(dǎo)員隊(duì)伍自身的發(fā)展。因此，如何解決好輔導(dǎo)員隊(duì)伍的流動性較大問題，已成為民辦高校一項(xiàng)緊迫而重要的任務(wù)。作為一名民辦高校政治輔導(dǎo)員，筆者結(jié)合民辦高校的辦學(xué)特點(diǎn)和自身的工作經(jīng)驗(yàn)，力圖分析民辦高校輔導(dǎo)員隊(duì)伍流動性大的原因，探討解決輔導(dǎo)員隊(duì)伍流動性較大問題的對策和建議。一、輔導(dǎo)員隊(duì)伍流動性較大問題的原因從當(dāng)前民辦高校輔導(dǎo)員隊(duì)伍的現(xiàn)狀來看，流動性較大問題的原因主要有以下四個(gè)方面：（一）民辦高校對輔導(dǎo)員隊(duì)伍角色重視不夠輔導(dǎo)員對于民辦高校教育管理工作的

2、重要性不言而喻。但長期以來，民辦高校領(lǐng)導(dǎo)對這支隊(duì)伍的認(rèn)識存在片面性，不夠重視。原因在于：首先，這是由民辦高校的性質(zhì)決定的，民辦高校是伴隨我國市場經(jīng)濟(jì)而出現(xiàn)的教育管理模式，完全遵循市場規(guī)律辦學(xué)，重視市場競爭，忽視社會準(zhǔn)入；重視人事調(diào)整，忽視必要投入，在財(cái)務(wù)預(yù)算方面關(guān)于輔導(dǎo)員隊(duì)伍建設(shè)資金投入不夠；其次，由于輔導(dǎo)員在民辦高校的管理工作中處于最低層，年輕，學(xué)歷和職稱較低，社會認(rèn)同度較差，導(dǎo)致在現(xiàn)實(shí)的工作當(dāng)中很多人不把輔導(dǎo)員看作教師，認(rèn)為輔導(dǎo)員的工作無足輕重，專業(yè)性不強(qiáng)，任何人都可以做好，沒有引起領(lǐng)導(dǎo)的重視；再次，民辦高校領(lǐng)導(dǎo)對輔導(dǎo)員工作系統(tǒng)缺乏全面的認(rèn)識，沒有意識到輔導(dǎo)員政治教育工作穩(wěn)定性，持續(xù)性的重

3、要性，對輔導(dǎo)員隊(duì)伍的流動沒有給予足夠的重視，甚至聽之任之，導(dǎo)致當(dāng)天招進(jìn)來，第二天上崗，第三天離崗的情況普遍存在。（二）缺乏制度保障，發(fā)展前途渺茫民辦高校輔導(dǎo)員隊(duì)伍建設(shè)缺乏制度保障，發(fā)展前途渺茫，輔導(dǎo)員本身對所從事職業(yè)缺乏認(rèn)同感，安全感和歸屬感不強(qiáng)，是輔導(dǎo)員流動性較大的重要因素，具體表現(xiàn)在：首先，民辦高校在輔導(dǎo)員隊(duì)伍制度保障上還不完善，安排不合理。比如輔導(dǎo)員的選拔、培訓(xùn)、日常管理及考核、激勵(lì)等制度都還沒有形成科學(xué)合理的體系，導(dǎo)致輔導(dǎo)員工作缺乏組織性和積極性，新輔導(dǎo)員無法從前任同行和工作中找到工作成就感；其次，輔導(dǎo)員地位不明確，發(fā)展空間受限。目前多數(shù)民辦高校都實(shí)行專職輔導(dǎo)員制度，但晉升難確是普遍存

4、在的問題，主要是輔導(dǎo)員職務(wù)、職稱評定沒有制度化，導(dǎo)致輔導(dǎo)員對其發(fā)展前景持不樂觀態(tài)度，而且民辦高校在待遇，社會福利等遠(yuǎn)遠(yuǎn)趕不上公辦高校，盡管在同一高校，跟專職老師的經(jīng)濟(jì)待遇也有很大差距。經(jīng)濟(jì)狀況較差，工資與社會經(jīng)濟(jì)發(fā)展不匹配，制度缺乏保障，這些都導(dǎo)致大部分輔導(dǎo)員時(shí)刻在為換崗發(fā)展作好準(zhǔn)備。（三）輔導(dǎo)員年齡結(jié)構(gòu)不合理據(jù)統(tǒng)計(jì)，民辦高校大部分輔導(dǎo)員都是剛剛從公辦學(xué)校畢業(yè)出來的，較年輕，平均工作年齡平均不超過3年。輔導(dǎo)員的價(jià)值觀、人生觀、世界觀不穩(wěn)定，容易受到外界的影響。首先，由于剛剛畢業(yè)出來，受到當(dāng)今“先就業(yè)后擇業(yè)”觀念的影響，在現(xiàn)實(shí)情況中，許多輔導(dǎo)員從一開始就抱著將輔導(dǎo)員工作作為職業(yè)生涯跳板的念頭，在

5、沒有確定個(gè)人職業(yè)發(fā)展道路前，職業(yè)流動是不可避免的。其次，由于受到社會經(jīng)濟(jì)的影響，年輕輔導(dǎo)員都喜歡比較、喜歡新事物、喜歡幻想，加上對輔導(dǎo)員工作性質(zhì)認(rèn)識不清，當(dāng)看到自己同事有更好的發(fā)展，便會不自覺比較起來，導(dǎo)致輔導(dǎo)員即使在崗，思想也不穩(wěn)定，缺乏工作的歸屬感，當(dāng)獲得更好的發(fā)展機(jī)會時(shí)，就會不由自主的選擇跳槽，產(chǎn)生“多米諾骨牌效應(yīng)”。（四）輔導(dǎo)員工作壓力較大，職業(yè)成就感欠缺首先，輔導(dǎo)員在民辦高校教育管理工作中處于最低層的地位，直接面對學(xué)生，工作范圍涉及學(xué)生的思想、學(xué)習(xí)、生活、心理等諸多方面，工作任務(wù)普遍繁重。據(jù)了解，民辦高校的輔導(dǎo)員平均每人所帶學(xué)生超過250個(gè)學(xué)生，完全沒有達(dá)到國家規(guī)定不得超過200個(gè)學(xué)

6、生的要求，而且民辦學(xué)生的素質(zhì)普遍偏低，管理上有很大的難度。其次，由于職責(zé)不明，制度不完善，學(xué)校各項(xiàng)規(guī)章制度的實(shí)施輔導(dǎo)員都要參與其中，需要和很多職能部門打交道，在工作中常常需要協(xié)助各部門工作，客觀上加重了輔導(dǎo)員的工作。再次，輔導(dǎo)員工作沒有固定時(shí)間，加班是再正常不過的事情，但是輔導(dǎo)員的待遇，受到的尊重和認(rèn)同度卻很低。長期如此，輔導(dǎo)員往往會感到身心疲憊，有失落感、困惑感，走心大于守心。最后，輔導(dǎo)員工作是育人工作，是一個(gè)長期的循環(huán)過程，因此，輔導(dǎo)員工作的成就感很難在短時(shí)間內(nèi)體現(xiàn)出來，導(dǎo)致輔導(dǎo)員信心不足，缺乏職業(yè)成就感，一有機(jī)會就改行。二、解決輔導(dǎo)員隊(duì)伍流動性較大問題的對策和建議種種現(xiàn)象表明，保證輔導(dǎo)員

7、隊(duì)伍的穩(wěn)定性，解決好輔導(dǎo)員隊(duì)伍流動性問題對做好民辦高校學(xué)生工作有重要而深遠(yuǎn)的意義。民辦高校應(yīng)認(rèn)識到該問題的嚴(yán)重性，完善機(jī)制，加強(qiáng)輔導(dǎo)員隊(duì)伍的物質(zhì)保障，創(chuàng)設(shè)人文工作環(huán)境，促進(jìn)輔導(dǎo)員正常流動，切實(shí)保證輔導(dǎo)員隊(duì)伍的穩(wěn)定。具體對策和建議如下：（一）輔導(dǎo)員自身應(yīng)增強(qiáng)適應(yīng)能力，提高職業(yè)認(rèn)同感輔導(dǎo)員大部分來自公辦重點(diǎn)高校，由于公辦高校和民辦高校的性質(zhì)和管理模式差別甚大，理想和現(xiàn)實(shí)的差距容易產(chǎn)生消極心理和挫折感，因此，輔導(dǎo)員應(yīng)該正確的認(rèn)識民辦高校的辦學(xué)特點(diǎn)，了解并盡快適應(yīng)其工作方式。其次，輔導(dǎo)員工作是一項(xiàng)光榮而神圣的事業(yè)，直接關(guān)系到國家未來人才的培養(yǎng)，也關(guān)系到學(xué)校改革、發(fā)展和穩(wěn)定，因此，輔導(dǎo)員自身要提高職業(yè)認(rèn)

8、同感，認(rèn)識到這份職業(yè)的意義所在。在失落、遇到挫折和抱怨的時(shí)候能及時(shí)調(diào)整自己的心態(tài)，以最好的狀態(tài)投入的工作當(dāng)中。 （二）民辦高校領(lǐng)導(dǎo)要加強(qiáng)對輔導(dǎo)員隊(duì)伍建設(shè)重要性的認(rèn)識輔導(dǎo)員隊(duì)伍在高校教育管理中的地位較低、社會認(rèn)同感較差、工作績效難于直接體現(xiàn)出來等等原因?qū)е缕錄]有得到領(lǐng)導(dǎo)的重視，嚴(yán)重打擊輔導(dǎo)員的自信心和歸屬感。因此，高校領(lǐng)導(dǎo)應(yīng)該改變對輔導(dǎo)員這一職業(yè)的不正確的觀念，從政策上體現(xiàn)輔導(dǎo)員的重要地位，肯定其價(jià)值，讓其有優(yōu)越感和受尊重感，讓其認(rèn)識到其工作的重要性，感受到崗位的神圣和學(xué)校大家庭的溫暖，以激勵(lì)更多年輕人、優(yōu)秀知識分子從事這項(xiàng)重要工作，從而保證隊(duì)伍的穩(wěn)定性。當(dāng)然，不僅要在口頭上和政策上給與肯定，還

9、要從行動上給與輔導(dǎo)員工作足夠的保障。（三）完善各項(xiàng)管理機(jī)制，為輔導(dǎo)員創(chuàng)造良好工作環(huán)境一直以來，民辦高校制度的不完善嚴(yán)重制約著學(xué)生管理工作的發(fā)展。在一定程度上影響了輔導(dǎo)員隊(duì)伍的穩(wěn)定性及其可持續(xù)發(fā)展。首先，輔導(dǎo)員的職責(zé)不清，不能較好的理清其與學(xué)校各職能部門的職責(zé)及工作關(guān)系，導(dǎo)致輔導(dǎo)員的工作過于繁瑣；其次，民辦高校在輔導(dǎo)員招聘制度、培訓(xùn)機(jī)制、績效考核體制、職稱評定制度等都沒有明確的規(guī)定，就算有規(guī)定，在實(shí)際的操作當(dāng)中也沒有落實(shí)到位。因此，民辦高校必須完善各項(xiàng)工作體制，嚴(yán)格按照普通高等學(xué)校輔導(dǎo)員隊(duì)伍建設(shè)規(guī)定明確輔導(dǎo)員的工作職業(yè)和其他職能部門的工作范圍，理清其與職能部門的關(guān)系，做到權(quán)責(zé)分明，解決輔導(dǎo)員工作

10、繁重的問題。同時(shí)，還要健全各項(xiàng)考核制度和評優(yōu)制度，制定符合輔導(dǎo)員崗位實(shí)際的職稱評級體系，提高輔導(dǎo)員的工作熱情和成就感，從機(jī)制上為輔導(dǎo)員營造良好的工作環(huán)境和政策環(huán)境。（四）提高輔導(dǎo)員待遇，拓展輔導(dǎo)員發(fā)展空間工資待遇是勞動者工作價(jià)值的具體體現(xiàn)，成為影響職工擇業(yè)的重要因素之一。在民辦高校，輔導(dǎo)員工作待遇較差，發(fā)展空間較小是這支隊(duì)伍流動性較大的一個(gè)重要原因，必須有針對性的解決該問題。首先，在物質(zhì)待遇方面，高校應(yīng)該平衡新舊輔導(dǎo)員之間、專職老師與輔導(dǎo)員之間、民辦高校與民辦高校之間的差距。建立輔導(dǎo)員專門的工資體系，使其收入與績效掛鉤。比如新舊輔導(dǎo)員之間根據(jù)工齡建立梯級的薪酬體系。擔(dān)任團(tuán)委書記、學(xué)生會指導(dǎo)老師

11、輔導(dǎo)員與一般輔導(dǎo)員在待遇方面要有所區(qū)別，完善輔導(dǎo)員工作績效考核體制等等，真正改變輔導(dǎo)員收入偏低的狀況，最大限度發(fā)揮薪酬的激勵(lì)作用，實(shí)現(xiàn)待遇留人。其次，在輔導(dǎo)員發(fā)展空間方面，民辦高校應(yīng)該結(jié)合全校、全社會發(fā)展的大環(huán)境，推動輔導(dǎo)員的多樣化發(fā)展，在確保穩(wěn)定的情況下形成合理的流動機(jī)制。比如可以讓有條件的輔導(dǎo)員兼課；給輔導(dǎo)員提供合理的科研平臺并提供資金的支持，培養(yǎng)他們成為專業(yè)老師。根據(jù)輔導(dǎo)員的性格，工作能力，對于一些特別優(yōu)秀的人員安排其擔(dān)任學(xué)生工作要職，發(fā)揮其特長增強(qiáng)其成就感和事業(yè)感，使輔導(dǎo)員隊(duì)伍獲得持續(xù)穩(wěn)定、廣闊的職業(yè)發(fā)展空間。（五）加強(qiáng)輔導(dǎo)員隊(duì)伍文化建設(shè)輔導(dǎo)員的日常工作任務(wù)繁重，壓力過大，學(xué)校不僅要在

12、物質(zhì)上給與保障，也應(yīng)該加強(qiáng)人文關(guān)懷，達(dá)到感情留人的目的。首先，高校領(lǐng)導(dǎo)在日常的工作當(dāng)中應(yīng)該多了解，多關(guān)心輔導(dǎo)員的生活和心理健康，讓輔導(dǎo)員感受到上級領(lǐng)導(dǎo)的關(guān)懷和照顧；其次，在輔導(dǎo)員隊(duì)伍當(dāng)中要努力營造一個(gè)相互幫助、相互關(guān)心、相互支持的良好氛圍，從思想上、信念上保持輔導(dǎo)員隊(duì)伍的穩(wěn)定；最后，加強(qiáng)對輔導(dǎo)員系統(tǒng)的專業(yè)培訓(xùn)和文化交流。比如高校可以嘗試開展職業(yè)發(fā)展、業(yè)務(wù)研討、心理健康等方面的培訓(xùn)，加強(qiáng)輔導(dǎo)員隊(duì)伍文化知識建設(shè)，建立學(xué)習(xí)型的輔導(dǎo)員隊(duì)伍；也可以通過輔導(dǎo)員內(nèi)部交流活動、與其他高校輔導(dǎo)員進(jìn)行經(jīng)驗(yàn)交流，外出考察等等途徑，加強(qiáng)輔導(dǎo)員隊(duì)伍凝聚力，更好的發(fā)揮其作用。三、總結(jié)輔導(dǎo)員是高校學(xué)生思想政治教育工作最基層

13、的組織者，教育者和管理者，也是學(xué)生日常管理工作的主要力量。保持輔導(dǎo)員隊(duì)伍的穩(wěn)定性和可持續(xù)發(fā)展，解決好輔導(dǎo)員隊(duì)伍的流動性問題，是高校做好學(xué)生工作的根本保障。因此，必須正確認(rèn)識民辦高校輔導(dǎo)員隊(duì)伍流動性較大的根本原因，并采取相應(yīng)的對策，穩(wěn)定輔導(dǎo)員隊(duì)伍，從而提高學(xué)生管理工作質(zhì)量，為社會建設(shè)培養(yǎng)更多的人才。The current existing in the non-governmental university counselor team construction is a common phenomenon, is the liquidity of a contingent of larger

14、problems. Headteachers stability is missing, the brain drain, which seriously affected the education of private college students management work, also hindered the development of counselor team itself. Therefore, how to solve the problem of good liquidity of a contingent of large, private colleges h

15、as become an urgent and important task. Private colleges as a political instructor, the author based on the school-running features of private colleges and their work experience, and tries to analyze the cause of private great mobility of headteachers' construction, discusses the countermeasures

16、 and Suggestions to solve the problem of contingent liquidity is bigger.The reason why the large problems, contingent liquidityFrom the current private university counselor team's current situation, reason why there are large liquidity problem basically has the following four aspects:(a) run by

17、the local role of counselor team in colleges and universitiesCounselor for private colleges education management work of importance is self-evident. But for a long time, private colleges leadership for the team consists of maturation exist, not enough attention. The reason is that: first of all, thi

18、s is decided by the nature of the private colleges, private colleges is appears along with our country market economy and education management mode, completely follow the market rules of running a school, pay attention to market competition, to ignore the social access; Attaches great importance to

19、the personnel adjustment, ignoring the necessary input, in the aspect of the financial budget of the counselor team construction investment is not enough; Second, since the counselor at the lowest level in the management of the private colleges, young, record of formal schooling and title is low, po

20、or social perception, causes in the real work of a lot of people don't consider the counselor teachers, counselors work a lightweight, professional is not strong, anyone can do, did not cause the attention of the leadership; Again, private colleges leadership work system of instructors lack of c

21、omprehensive understanding, unaware of the counselor and political education work stability, the importance of sustainability, not pay enough attention to the flow of the counselor team, and even allowed, cause in that day, to work the next day, the third day widespread absences.(2) the lack of syst

22、em guarantee, the development prospectsNon-governmental university counselor team construction lack of institutional guarantee, development prospects and counselors themselves lack of identity for their jobs, a sense of security and belonging is not strong, is the important factor of counselor liqui

23、dity, specific displays in: first, private colleges on contingent institutional guarantee is not perfect, arrangement is not reasonable. Such as selection, training, daily management and assessment of counselors, incentive system, such as have not form a scientific and reasonable system, leads to a

24、lack of organizational and enthusiasm, the counselor new instructors cannot work from former colleagues and find a job in a sense of accomplishment; Second, the counselor position unclear, development space is limited. At present most of the private colleges shall practise a system of full-time inst

25、ructors, but difficult to promotion is a common problem, mainly is the counselor, position, determining no institutionalized, lead to the counselor to its development foreground is not optimistic attitude, and private colleges in treatment, social welfare is far behind the public colleges and univer

26、sities, such as though in the same university, it is a great gap with full-time teacher's economic treatment. Poor economic conditions, wages do not match with social and economic development, lack of system security, all of these can lead to the development of most of the counselor to relieve g

27、uard all the time to prepare.(3) the counselor age structure is not reasonableAccording to statistics, most of the private colleges counselors are just graduated from public schools, the younger, the average working age average no more than 3 years. The counselor's values and outlook on life, wo

28、rld outlook is not stable, easily affected by the outside world. First, due to graduate from college, under the influence of the modern concept of "employment first selection, in reality, many instructors hold right from the start will be thought of as a springboard for his career counselor wor

29、k, before not sure personal career development path, occupational mobility is inevitable. Second, due to the influence of social economy, young instructors are like comparison, like new things, like fantasy, and nature of work of instructors, understanding unclear when see your colleagues have a bet

30、ter development, will involuntarily compared to cause even on-the-job counselors, thought also is not stable, lack of sense of belonging, work when get a better development opportunities, will involuntarily choose job-hopping, produces "domino effect".(4) the counselor work pressure, profe

31、ssional accomplishmentFirst of all, the counselor in the private university education management work at the lowest level, directly facing the students, the scope of work involves students' thinking, learning, life, psychology, and many other aspects, common heavy work task. According to underst

32、and, run by the local college counselor on average with more than 250 students, completely not reached the requirements of the regulations of the state, shall not exceed 200 students, and run by the students quality is generally low, the management has the very big difficulty. Second, due to unclear

33、 responsibilities, system is not perfect, the implementation of the regulations of the school counselor should be involved, need to deal with a lot of functions, in the work often need to assist each department work, objectively aggravate the counselor's work. Once again, there is no fixed time,

34、 counselors work overtime is normal, but the counselor, respect and esteemed is lower. So for a long time, the counselor will often feel exhaustion of body and mind, a loss and confusion, is greater than the heart heart. Finally, counselor of the educational work, the work is is a long cycle, theref

35、ore, the counselor work achievement is very difficult to in a short period of time, lead to instructors lack of confidence, lack of professional accomplishment, a career change possible.Second, the countermeasures and Suggestions to solve the problem of contingent liquidity is biggerVarious phenomen

36、a show that guarantee the stability of the counselor team to solve contingent liquidity problem for to do a good job of private college students has important and far-reaching significance. Private colleges should realize the seriousness of the problem, perfect the mechanism, strengthen the material

37、 guarantee contingent, promote counselor normal flow, and create a humane working environment to ensure the stability of the counselor team. The specific countermeasures and Suggestions are as follows:(a) the counselor should strengthen their ability to adapt and improve the professional identityCou

38、nselors from public universities, largely because the nature of the public colleges and universities and private colleges and the management pattern difference is very large, the ideal and the reality gap is easy to produce negative psychology and frustration, therefore, instructors should correct u

39、nderstanding of school-running characteristics of private colleges, understand and adapt to the work as soon as possible. Second, the counselor work is a glorious and sacred cause, is directly related to national future talent cultivation, reform, development and stability, also relates to the schoo

40、l, therefore, instructors should improve their professional identity, to realize the meaning of this job. At the time of loss, setbacks, and complain can adjust their own state of mind, to the best state into work. (2) run by the local universities should strengthen the recognition of the importance

41、 of the counselor team construction let it realize the importance of their work, feel the sacred the warmth of family and school, to encourage more young people, excellent intellectuals engaged in this important work, so as to ensure the stability of the team. , of course, not just in verbally and p

42、olicy to give affirmation, but also give counselors work enough protection from the action.(3) improve the management mechanism, create good working environment for the counselorFor a long time, the imperfect system of private colleges seriously restricts the development of student management work.

43、To a certain extent, affected the stability of headteachers and its sustainable development. First of all, the counselor's responsibility is not clear, can better clarify the responsibilities and working relationship with the school department, lead to the counselor's work too cumbersome; Se

44、cond, private colleges in the counselor recruitment system, training mechanism, performance appraisal system, the title evaluation system and so on are not clearly defined, even if has a regulation, in the actual operation is not in place. Private colleges, therefore, must perfect the work system, i

45、n strict accordance with the ordinary institutions of higher learning counselor team construction rules clear career counselors work scope of work and other functional departments, clarify its relationship with the functional departments, do it right, the problem of counselors work hard. At the same

46、 time, to perfect the assessment system and assessment system, formulates the counselor post actual title rating system, improve the counselor's work enthusiasm and a sense of achievement, to create a good working environment for counselors from the mechanism and policy environment.(4) improve t

47、he counselor treatment, expand the counselor development spaceSalary is the embodiment of the workers value, become one of the important factors that influence employees'. In private colleges, a counselor with poor working conditions, the smaller is the team liquidity larger development space of

48、 an important reason, there must be targeted to solve the problem. First of all, in the material benefits, universities should balance between old and new, counselor, full-time teachers and counselors, the gap between the private colleges and private colleges and universities. Counselor special wage

49、 system should be established to ensure revenue and performance. Such as between old and new instructors based on length of service of cascade compensation system. As a youth corps committee secretary, student instructors counselors and general counselors to differ in their benefits and improve coun

50、selor performance appraisal system and so on, real change counselor low income situation, give play to the role of compensation incentive, maximum retention, achieve treatment. Secondly, in terms of counselors development space, private colleges should be combined with the school environment, the de

51、velopment of the whole society, promote the diversified development of counselors, in ensuring stability under the condition of forming the reasonable flow mechanism. Such as can let conditional counselor holds; Funds for instructors to provide reasonable scientific research platform and support, tr

52、ain them to become a teacher. According to the counselor's personality, ability to work, for some of the outstanding staff to arrange the work as a student, exert their expertise to enhance their sense of accomplishment and business sense, give headteachers continued stable and broad space for career development.(5) strengthening the construction of counselor team cultureCounselors daily workloads, stress, sch