Domestic universities began to explore the system of "go as you go" in the 1990s. In 1993, Tsinghua University took the lead in putting forward the implementation plan of "going without promotion", and carried out pilot projects in some colleges and departments. Over the next 20 years, Peking University, Fudan University, Shanghai Jiaotong University, Zhejiang University, Renmin University of China, Nanjing University, Southeast University, Nankai University and other "double first-class" construction universities have successively implemented relevant personnel system reform. Qingdao University, Shenzhen University, Shantou University and other local colleges and universities have also begun to implement or sub implementation. In 2018, Jiangxi Province issued the guiding opinions on personnel reform, planning to implement the "quasi employment long-term employment" system in Colleges and universities throughout the province, implement the "no promotion or go" system for those below professors, and explore the long-term employment system for professors. This opinion has become the first guiding document at the provincial level in China specifically for the dynamic management reform of university posts. It can be seen that the trend of large-scale implementation of the system of "no promotion, no departure" in domestic colleges and universities is beginning to appear. In the global talent market, it is an active exploration for domestic colleges and universities to carry out the system of "go as you go" to meet the needs of the development of the international talent market. In recent years, the number of highly educated talents has increased rapidly. The net increase of doctoral graduates in domestic colleges and universities has begun to exceed the net increase of full-time teachers. The reserve of doctoral teachers in Colleges and universities has begun to surplus. The relationship between the demand and supply of university teachers has changed from "seller's market" to "buyer's market". Colleges and universities are more and more strict in the control of newly recruited teachers, and the standard of talent introduction is constantly rising“ It is under such a background that the system of "go as you go" is implemented.

Reform practice goes forward with controversy

From the concept, the system of "go as you go" helps to revitalize human resources, activate teachers' scientific research initiative, optimize the structure of teachers, guarantee academic freedom, and has a positive effect on improving the scientific research strength, school running efficiency, and sustainable development ability of colleges and universities. However, compared with the tenure system in European and American universities, the "go as you go" system in domestic universities has not been able to achieve the balance of the rights and interests of both universities and teachers, and there are many disputes in the process of implementation. From the beginning of the personnel system reform of Tsinghua University, domestic universities have been exploring for more than 20 years. This system has caused a lot of disputes in the process of implementation, and teachers who have not been promoted after the termination of the contract are faced with many difficulties. In 2004, Liu Qiusheng, a teacher of Tsinghua University, taught in the school of economics and management for six years. After failing to pass the examination, the school stopped renewing its contract with him, and then took the school to court. In 2014, the transfer of Fang Yanhua, a teacher in the Foreign Languages Department of Tsinghua University, to an employee and the departure of Yan Hao, a calculus teacher, from his teaching post caused a heated discussion. The "resignation incident" also triggered a debate about "which is more important in teaching and scientific research" in Colleges and universities. In 2016, Li Siya, a teacher of Sun Yat sen University, missed the opportunity of "promotion" and violently opposed Gan Yang, Dean of the college. A dispute turned into violence in the auditorium of Sun Yat sen University. In 2018, due to the low pass rate of promotion to associate professor in the first appointment period of the pre employment system, Wuhan University once again triggered a hot discussion on the Internet [i]. In the face of the reform of personnel system in Colleges and universities, young teachers at the forefront of the reform face both opportunities and challenges, and all kinds of controversies also reveal the need to further improve the "no promotion, no go" system.

Bold practice in the reform of the establishment of public institutions

The reform of "going without promotion" in domestic colleges and universities is accompanied by the establishment reform of public institutions. In order to improve the quality of recruitment and optimize the structure of teaching staff, the ultimate goal of the reform is to break the lifelong system of university teachers. For a long time, domestic colleges and universities often employ full-time teachers by choosing doctors or postdoctors. The establishment of public institutions is one of the key factors for many people to choose the teaching profession. With the continuous advancement of the reform of the establishment of institutions, colleges and universities are no longer included in the establishment management of the Ministry of human resources and social security, and the connection method of personnel management is also being studied. It is very clear that the "iron rice bowl" of the teaching staff in Colleges and universities is becoming more and more difficult to hold. At present, domestic colleges and universities have basically realized the "all staff employment system", and all teachers are "contract workers". From this level, universities have the right to dismiss teaching staff freely. With the introduction of the policy of "deregulation, management and service" in the field of higher education, universities have been given greater autonomy. Encouraging university teachers to break the "iron rice bowl" has become the main trend of the policy. For the first-class colleges and universities, how to take the initiative to make good use of the autonomy of running a school, promote the reform of the teaching staff, and stimulate the endogenous motivation is the proper meaning of the problem.

The main problems existing in the implementation of the system of "going without promotion"

In recent years, it is not difficult to see from the social debate about "not to be promoted or to go", the problems of title promotion and scientific research achievements evaluation, scientific research and teaching guidance, system design and supporting security exposed in the pilot universities are worth pondering, and there are still many aspects to be improved.

1. Problems in professional title promotion and scientific research achievement evaluation system

Behind the reform of personnel system, it is the title evaluation system of colleges and universities that plays a decisive role. In fact, it is difficult to grasp the standard of professional title promotion in Colleges and universities. First, the evaluation process is not rigorous, and the evaluation standard is "one size fits all". The "evaluation system" is widely used in the evaluation of professional titles in domestic colleges and universities. There are many factors that affect the voting results in the evaluation process. In addition to academic level, human relationship can not be ignored. Quota limit, related interests, administrative intervention and so on will affect the results. Peer review in Colleges and universities is easy to become a mere formality and difficult to be used as a reliable basis. People with different academic backgrounds use the same ruler to measure, and the evaluation has become a number of projects and papers. The evaluation experts of different majors also have cognitive bias in the evaluation, and the limited promotion indicators often become a balanced distribution between different majors. In the process of evaluation, the scientific nature of "promotion" supported by papers and professional titles is questionable. In addition, due to the constraints of post establishment and government funding, although the quota system is also adopted in domestic colleges and universities, there is a general phenomenon of post competition in the pre employment period assessment of university teachers. The passing rate of the first employment period of pre employment teachers is low. Limited by the promotion index, the promotion standard will rise with the rising level of new teachers. Second, the evaluation and classification of scientific research achievements are insufficient. The multiple evaluation mechanism for teachers is not mature. There are great differences in research paths and methods between natural sciences and Humanities and social sciences. The evaluation of engineering, science, management, arts and other disciplines is different. The short-term assessment of the number of scientific research achievements is not applicable to all disciplines, and the "one size fits all" extensive evaluation method is not scientific. Moreover, the publishing cycle of high-level journals is long, and there is a contradiction between the law of knowledge production of long academic cycle and the law of market efficiency; Some professional disciplines based on local research are not suitable to be measured by international general evaluation standards. Third, the evaluation method of scientific research achievements is eager for quick success and instant benefit. If there are problems in the evaluation mechanism of scientific research achievements, the result orientation is difficult to be scientific, even "counterproductive"“ There is a time limit in the probation period of the system, so teachers need to publish a certain number of papers and complete a certain number of scientific research projects within the limited time. In a given period of time, young teachers have a greater competitive pressure to complete quantitative research tasks. Rigid requirements also easily lead to young teachers' excessive pursuit of the number of papers published and neglect the quality. In order to protect their jobs, fight for benefits and promote their professional titles, young teachers in the pre employment period will put their main energy into scientific research work, and some even spare no effort to publish articles, take projects and compete for funds at all costs. In recent years, there are many cases involving utilitarianism, commercialization, scientific research fraud and academic misconduct of young university teachers' paper publishing carriers, which are related to the loopholes of the evaluation and employment system. In addition, the system of clearing scientific research achievements also needs to be discussed. Domestic professional title evaluation pays more attention to the "stage" output, and does not recognize the early achievements. The limitation of this system may be the sudden publication, accumulating some achievements in the early stage and waiting for the title evaluation. When the title evaluation is finished, there will be "lack of Stamina"“ To some extent, the system extends the length of probation period in disguised form. For the teachers who have passed the assessment and successfully promoted, the pressure of assessment during the employment period will be weakened, and they may also become lazy.

2. Problems in the guidance of scientific research and teaching evaluation

In the process of talent introduction, universities pay more attention to the scientific research ability of young scholars, and academic papers and scientific research achievements play a decisive role. However, strong scientific research ability does not mean good teaching practice ability. It is a problem for teachers who concentrate on scientific research to teach skillfully after promotion. The internal logic of "research and excellent teaching" is questionable. If the assessment of teachers in the system mainly focuses on scientific research achievements, it will lead to the problem of Reverse Elimination of teaching talents. If we lack the necessary teaching quality maintenance system and scientific academic achievement evaluation system, and only maintain the "survival of the fittest" in form, it will easily lead to the utilitarianism of academic research, and also cause the double water injection of teaching and scientific research, classroom teaching "perfunctory" and "academic garbage" mass production. Ignoring long-term basic research and subject accumulation, universities will also be utilitarian and short-sighted [III]. If colleges and universities focus on scientific research, it will lead to teachers' low enthusiasm for teaching, and the heavy burden of teaching will reduce the energy of participating in scientific research. In order to survive, young teachers give up too much attention and investment in teaching, and then affect the overall quality of education and teaching. It is understood that the pre employment teachers generally reflect that they are under great pressure and have a heavy workload. They not only need to cope with the scientific research assessment, but also need to bear heavy teaching tasks and administrative affairs, and their energy is easily dispersed. Under the pressure of "going without promotion", it is difficult to effectively reflect the teaching effect. Teachers' investment in teaching usually depends on "conscience" and "integrity". How to construct an ideal assessment and evaluation method, taking teaching and scientific research into account, and taking teaching level and scientific research level as the balanced consideration index system is worth exploring. Of course, objectively speaking, there are certain difficulties in the assessment of education quality and teaching effect. Whether it is based on test results, students' word of mouth, success rate statistics and other ways have its disadvantages. The long-term influence exerted by teachers on students can not be evaluated quantitatively, and the evaluation of the effectiveness of education and teaching is difficult to measure in the short term.

3. There are defects in the system design and supporting guarantee

From the practical experience at home and abroad, it is reasonable to encourage competition and promote mobility in the reform of the personnel system, but the reform of the personnel system should not be carried out too quickly. Colleges and universities need to clarify the scope of application of the system. First, it is not universally applicable. Due to the great gap in the history, level, orientation and development needs of colleges and universities, different types of colleges and universities adopt different personnel system measures. In the process of implementing the system, we should give consideration to the balance between teaching and scientific research, efficiency and fairness, current and long-term, partial and overall, and avoid blindly adopting "one after another". China Agricultural University is one of the few double first-class universities that have not implemented the "go as you go" policy. Ke Bingsheng, then president of China Agricultural University, once wrote an article to analyze the advantages and disadvantages of the "go as you go" system and the concerns of domestic implementation. It is difficult to guarantee the consistency of policy formulation and implementation, which is prone to problems left over by history. The development of colleges and universities has its own characteristics and laws. It is not suitable for colleges and universities with teaching characteristics. Teachers who are relatively lack of scientific research but have strong teaching ability can consider transferring to some universities with teaching characteristics. For example, the China Youth College of political science has not implemented the system of "going without promotion". The school pays more attention to teaching, and teachers spend more time on teaching. On the other hand, it is not suitable for all teachers. Among the full-time teachers in European and American universities, 65% - 75% of them have obtained tenure and are in the stage of "no promotion, no walk", and 25% - 35% of them are non tenure. Teachers in the order of tenure need to take into account the responsibilities of scientific research, teaching and service. Among the non tenure teachers, one is teaching position, the other is research position. The basic function of teaching position is teaching. The employment contract is flexible and can be renewed continuously. There is no problem of "going without promotion"; The basic function of a research post is scientific research. As long as the funds for scientific research are sufficient, the post can be retained, and there is no need to go without promotion. Second, domestic universities lack the atmosphere of free flow of talents. Different colleges and universities do not have the same standard of "go as you go", and the system of guarantee for the free flow of talents is not perfect. There is no free flow of talents in China, and colleges and universities lack such tradition and culture“ The traditional concept of "one appointment for life" still has a great influence. Many teachers subconsciously think that college teachers themselves are "life-long system", and they do not understand the reasons for the implementation of the reform. Teachers who leave because they are not promoted are easy to be labeled as "unqualified" and "low ability", and the dynamic management concept of "graded flow", "the capable are superior, the average are superior, and the mediocre are inferior" is difficult to implement. Third, the supporting safeguard measures of the system are insufficient. Some colleges and universities often fail to fulfill or need to postpone the promise of talent introduction, the plan of recruitment is unclear, the post setting is unclear, and the supporting guarantee can not keep up with the actual needs. For example, enrollment resources, research conditions, funding and other rights and interests protection are insufficient to a certain extent. In terms of enrollment resources, the degree of graduate enrollment restriction of pre employment teachers is different. Some colleges and universities do not have doctoral enrollment qualification, and some colleges and universities can not recruit master's students independently. It is difficult for young teachers to carry out research independently. They need to rely on a large scientific research team to carry out research smoothly. The achievement of scientific research depends largely on the level and working conditions of the team.

The optimization path of the system of "going without promotion"

There are many ways to optimize the structure of teaching staff, which can attract high-level talents, or set a high threshold to refuse mediocrity, or create a good atmosphere for recruiters to work hard and make outstanding achievements. The attraction of teachers' positions is directly related to the reputation, location, salary level and working conditions of colleges and universities. It is necessary to design scientific recruitment procedures and optimize and improve the system in combination with its own characteristics to refuse mediocrity. How to give full play to the advantages of the system, promote the healthy competition and orderly flow of teachers, and help the outstanding talents to stand out, is a problem that colleges and universities need to think deeply.

1. Refine post classification and implement hierarchical "multiple" assessment standard

The establishment of a scientific and efficient evaluation mechanism for professional titles is an important measure to run a first-class university, create first-class achievements and cultivate first-class talents. In the process of professional title evaluation and engagement, colleges and universities should embody the classified evaluation and engagement management and differentiated target management, set up multi-dimensional evaluation index system (evaluation standard and achievement index), and explore various types of achievement evaluation methods and incentive methods.

First, we should make a comprehensive classification of teachers' posts. Combined with the types and characteristics of the school, according to different types and levels of teachers, the implementation of multiple evaluation system, according to the teaching oriented, teaching and research-oriented, research-oriented, social service and other post categories, philosophy and Social Sciences, natural science, engineering science and technology and other disciplines, basic research, application research and other research types. The second is to change the evaluation standard of "emphasizing scientific research but neglecting teaching". Universities are different from scientific research institutes and social lecture halls. Teaching is the foundation and scientific research is the need. The pursuit of both teaching and scientific research should be the basic requirement of universities for teachers. In order to guide young teachers to devote themselves to teaching and educating people, we must make great efforts to improve the quality of education and teaching, examine their competence from the aspects of teaching and scientific research ability, and realize the "double promotion" of scientific research and teaching posts. According to the characteristics of discipline development, teachers engaged in basic disciplines and basic research should be appropriately relaxed the time limit of scientific research, respect the law of academic research cycle, and enhance the flexibility of assessment cycle; We should implement protective and inclusive policies for teachers who devote themselves to teaching and are well received by students. At present, some colleges and universities have begun to explore the establishment of "Teaching Professor, associate professor"