民办高校辅导员队伍流动性问题及其对策探讨

精品文档当前民办高校辅导员队伍建设中存在一个普遍的现象，就是辅导员队伍的流动性较大问题。辅导员队伍稳定性缺失，人才流失，严重影响了民办高校学生的教育管理工作，也阻碍了辅导员队伍自身的发展。因此，如何解决好辅导员队伍的流动性较大问题，已成为民办高校一项紧迫而重要的任务。作为一名民办高校政治辅导员，笔者结合民办高校的办学特点和自身的工作经验，力图分析民办高校辅导员队伍流动性大的原因，探讨解决辅导员队伍流动性较大问题的对策和建议。一、辅导员队伍流动性较大问题的原因从当前民办高校辅导员队伍的现状来看，流动性较大问题的原因主要有以下四个方面：（一）民办高校对辅导员队伍角色重视不够辅导员对于民办高校教育管理工作的重要性不言而喻。但长期以来，民办高校领导对这支队伍的认识存在片面性，不够重视。原因在于：首先，这是由民办高校的性质决定的，民办高校是伴随我国市场经济而出现的教育管理模式，完全遵循市场规律办学，重视市场竞争，忽视社会准入；重视人事调整，忽视必要投入，在财务预算方面关于辅导员队伍建设资金投入不够；其次，由于辅导员在民办高校的管理工作中处于最低层，年轻，学历和职称较低，社会认同度较差，导致在现实的工作当中很多人不把辅导员看作教师，认为辅导员的工作无足轻重，专业性不强，任何人都可以做好，没有引起领导的重视；再次，民办高校领导对辅导员工作系统缺乏全面的认识，没有意识到辅导员政治教育工作稳定性，持续性的重要性，对辅导员队伍的流动没有给予足够的重视，甚至听之任之，导致当天招进来，第二天上岗，第三天离岗的情况普遍存在。（二）缺乏制度保障，发展前途渺茫民办高校辅导员队伍建设缺乏制度保障，发展前途渺茫，辅导员本身对所从事职业缺乏认同感，安全感和归属感不强，是辅导员流动性较大的重要因素，具体表现在：首先，民办高校在辅导员队伍制度保障上还不完善，安排不合理。比如辅导员的选拔、培训、日常管理及考核、激励等制度都还没有形成科学合理的体系，导致辅导员工作缺乏组织性和积极性，新辅导员无法从前任同行和工作中找到工作成就感；其次，辅导员地位不明确，发展空间受限。目前多数民办高校都实行专职辅导员制度，但晋升难确是普遍存在的问题，主要是辅导员职务、职称评定没有制度化，导致辅导员对其发展前景持不乐观态度，而且民办高校在待遇，社会福利等远远赶不上公办高校，尽管在同一高校，跟专职老师的经济待遇也有很大差距。经济状况较差，工资与社会经济发展不匹配，制度缺乏保障，这些都导致大部分辅导员时刻在为换岗发展作好准备。（三）辅导员年龄结构不合理据统计，民办高校大部分辅导员都是刚刚从公办学校毕业出来的，较年轻，平均工作年龄平均不超过3年。辅导员的价值观、人生观、世界观不稳定，容易受到外界的影响。首先，由于刚刚毕业出来，受到当今“先就业后择业”观念的影响，在现实情况中，许多辅导员从一开始就抱着将辅导员工作作为职业生涯跳板的念头，在没有确定个人职业发展道路前，职业流动是不可避免的。其次，由于受到社会经济的影响，年轻辅导员都喜欢比较、喜欢新事物、喜欢幻想，加上对辅导员工作性质认识不清，当看到自己同事有更好的发展，便会不自觉比较起来，导致辅导员即使在岗，思想也不稳定，缺乏工作的归属感，当获得更好的发展机会时，就会不由自主的选择跳槽，产生“多米诺骨牌效应”。（四）辅导员工作压力较大，职业成就感欠缺首先，辅导员在民办高校教育管理工作中处于最低层的地位，直接面对学生，工作范围涉及学生的思想、学习、生活、心理等诸多方面，工作任务普遍繁重。据了解，民办高校的辅导员平均每人所带学生超过250个学生，完全没有达到国家规定不得超过200个学生的要求，而且民办学生的素质普遍偏低，管理上有很大的难度。其次，由于职责不明，制度不完善，学校各项规章制度的实施辅导员都要参与其中，需要和很多职能部门打交道，在工作中常常需要协助各部门工作，客观上加重了辅导员的工作。再次，辅导员工作没有固定时间，加班是再正常不过的事情，但是辅导员的待遇，受到的尊重和认同度却很低。长期如此，辅导员往往会感到身心疲惫，有失落感、困惑感，走心大于守心。最后，辅导员工作是育人工作，是一个长期的循环过程，因此，辅导员工作的成就感很难在短时间内体现出来，导致辅导员信心不足，缺乏职业成就感，一有机会就改行。二、解决辅导员队伍流动性较大问题的对策和建议种种现象表明，保证辅导员队伍的稳定性，解决好辅导员队伍流动性问题对做好民办高校学生工作有重要而深远的意义。民办高校应认识到该问题的严重性，完善机制，加强辅导员队伍的物质保障，创设人文工作环境，促进辅导员正常流动，切实保证辅导员队伍的稳定。具体对策和建议如下：（一）辅导员自身应增强适应能力，提高职业认同感辅导员大部分来自公办重点高校，由于公办高校和民办高校的性质和管理模式差别甚大，理想和现实的差距容易产生消极心理和挫折感，因此，辅导员应该正确的认识民办高校的办学特点，了解并尽快适应其工作方式。其次，辅导员工作是一项光荣而神圣的事业，直接关系到国家未来人才的培养，也关系到学校改革、发展和稳定，因此，辅导员自身要提高职业认同感，认识到这份职业的意义所在。在失落、遇到挫折和抱怨的时候能及时调整自己的心态，以最好的状态投入的工作当中。 （二）民办高校领导要加强对辅导员队伍建设重要性的认识辅导员队伍在高校教育管理中的地位较低、社会认同感较差、工作绩效难于直接体现出来等等原因导致其没有得到领导的重视，严重打击辅导员的自信心和归属感。因此，高校领导应该改变对辅导员这一职业的不正确的观念，从政策上体现辅导员的重要地位，肯定其价值，让其有优越感和受尊重感，让其认识到其工作的重要性，感受到岗位的神圣和学校大家庭的温暖，以激励更多年轻人、优秀知识分子从事这项重要工作，从而保证队伍的稳定性。当然，不仅要在口头上和政策上给与肯定，还要从行动上给与辅导员工作足够的保障。（三）完善各项管理机制，为辅导员创造良好工作环境一直以来，民办高校制度的不完善严重制约着学生管理工作的发展。在一定程度上影响了辅导员队伍的稳定性及其可持续发展。首先，辅导员的职责不清，不能较好的理清其与学校各职能部门的职责及工作关系，导致辅导员的工作过于繁琐；其次，民办高校在辅导员招聘制度、培训机制、绩效考核体制、职称评定制度等都没有明确的规定，就算有规定，在实际的操作当中也没有落实到位。因此，民办高校必须完善各项工作体制，严格按照普通高等学校辅导员队伍建设规定明确辅导员的工作职业和其他职能部门的工作范围，理清其与职能部门的关系，做到权责分明，解决辅导员工作繁重的问题。同时，还要健全各项考核制度和评优制度，制定符合辅导员岗位实际的职称评级体系，提高辅导员的工作热情和成就感，从机制上为辅导员营造良好的工作环境和政策环境。（四）提高辅导员待遇，拓展辅导员发展空间工资待遇是劳动者工作价值的具体体现，成为影响职工择业的重要因素之一。在民办高校，辅导员工作待遇较差，发展空间较小是这支队伍流动性较大的一个重要原因，必须有针对性的解决该问题。首先，在物质待遇方面，高校应该平衡新旧辅导员之间、专职老师与辅导员之间、民办高校与民办高校之间的差距。建立辅导员专门的工资体系，使其收入与绩效挂钩。比如新旧辅导员之间根据工龄建立梯级的薪酬体系。担任团委书记、学生会指导老师辅导员与一般辅导员在待遇方面要有所区别，完善辅导员工作绩效考核体制等等，真正改变辅导员收入偏低的状况，最大限度发挥薪酬的激励作用，实现待遇留人。其次，在辅导员发展空间方面，民办高校应该结合全校、全社会发展的大环境，推动辅导员的多样化发展，在确保稳定的情况下形成合理的流动机制。比如可以让有条件的辅导员兼课；给辅导员提供合理的科研平台并提供资金的支持，培养他们成为专业老师。根据辅导员的性格，工作能力，对于一些特别优秀的人员安排其担任学生工作要职，发挥其特长增强其成就感和事业感，使辅导员队伍获得持续稳定、广阔的职业发展空间。（五）加强辅导员队伍文化建设辅导员的日常工作任务繁重，压力过大，学校不仅要在物质上给与保障，也应该加强人文关怀，达到感情留人的目的。首先，高校领导在日常的工作当中应该多了解，多关心辅导员的生活和心理健康，让辅导员感受到上级领导的关怀和照顾；其次，在辅导员队伍当中要努力营造一个相互帮助、相互关心、相互支持的良好氛围，从思想上、信念上保持辅导员队伍的稳定；最后，加强对辅导员系统的专业培训和文化交流。比如高校可以尝试开展职业发展、业务研讨、心理健康等方面的培训，加强辅导员队伍文化知识建设，建立学习型的辅导员队伍；也可以通过辅导员内部交流活动、与其他高校辅导员进行经验交流，外出考察等等途径，加强辅导员队伍凝聚力，更好的发挥其作用。三、总结辅导员是高校学生思想政治教育工作最基层的组织者，教育者和管理者，也是学生日常管理工作的主要力量。保持辅导员队伍的稳定性和可持续发展，解决好辅导员队伍的流动性问题，是高校做好学生工作的根本保障。因此，必须正确认识民办高校辅导员队伍流动性较大的根本原因，并采取相应的对策，稳定辅导员队伍，从而提高学生管理工作质量，为社会建设培养更多的人才。The current existing in the non-governmental university counselor team construction is a common phenomenon, is the liquidity of a contingent of larger 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 has 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 and Suggestions to solve the problem of contingent liquidity is bigger.The reason why the large problems, contingent liquidityFrom the current private university counselor teams current situation, reason why there are large liquidity problem basically has the following four aspects:(a) run by 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, this 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 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, poor social perception, causes in the real work of a lot of people dont 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 comprehensive 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 system 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 liquidity, 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 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 instructors, 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 universities, such as though in the same university, it is a great gap with full-time teachers 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 guard 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 counselors values and outlook on life, world 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 work, 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 better 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, professional 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 understand, 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 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 counselors work. Once again, there is no fixed time, 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, therefore, 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 phenomena 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 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 identityCounselors 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 understanding 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 school, 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 of the counselor team constructionHeadteachers in the low position of the education management in colleges and universities, poor social identity, job performance is difficult to reflect directly, and so on reasons cause it didnt get the attention of the leadership, to hit their self-confidence and sense of belonging. Therefore, universities should change about the career counselor incorrect ideas, reflects the important role of counselors from policy, its value for certain, let it have a superiority complex and respected feeling, 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 policy 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. To a certain extent, affected the stability of headteachers and its sustainable development. First of all, the counselors responsibility is not clear, can better clarify the responsibilities and working relationship with the school department, lead to the counselors work too cumbersome; Second, 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, in 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 time, to perfect the assessment system and assessment system, formulates the counselor post actual title rating system, improve the counselors work enthusiasm and a sense of achievement, to create a good working environment for counselors from the mechanism and policy environment.(4) improve the 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 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 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 counselor 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 development 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, train them to become a teacher. According to the counselors 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 cultureCouns