基于“双螺旋”模型的高校管理人员宽带薪酬结构重组与创新

Structural Reorganization and Innovation of Broadband Compensation for University Administrators Based on the “Double Helix” Model

摘要: 高校管理人员是推动高等教育治理现代化的关键力量，其薪酬体系直接影响管理效率和专业化队伍建设。然而，现行以行政级别为主导的薪酬体系长期受制于“职级固化”和“资历导向”，难以有效衡量复杂管理劳动的真实价值，也制约了高校治理能力提升。文章立足国家关于高校薪酬制度改革的最新政策导向，结合行政劳动的“隐性跨界”和“资产专用性”特征，提出基于“岗位价值–胜任力”双螺旋评价模型的宽带薪酬重构体系。通过引入要素计点法建立多维岗位评价矩阵，科学测定薪酬宽幅、重叠度及薪酬比率，并设计“基础 + 动态 + 专项”的模块化激励机制。该体系旨在打破传统科层制薪酬束缚，以横向能力成长替代纵向晋升，推动薪酬分配向“柔性管理”转型，为提升高校整体治理能力提供理论依据和实践路径。

Abstract: University administrators are a crucial force in driving the modernization of higher education governance, and their compensation system directly impacts administrative efficiency and the development of professional teams. However, the current compensation system, dominated by administrative levels, has long been constrained by “rank rigidity” and “seniority orientation”, making it difficult to effectively measure the true value of complex administrative labor and restricting the enhancement of university governance capabilities. Grounded in the latest national policy directives on university compensation reform and integrating the characteristics of “implicit boundary crossing” and “asset specificity” inherent in administrative labor, this paper proposes a broadband compensation restructuring system based on a “job value-competency” double helix model. By introducing the point-factor method to establish a multidimensional position evaluation matrix, this study scientifically determines the bandwidth, overlap degree, and compa-ratio of the compensation, and designs a modular incentive mechanism comprising “basic + dynamic + special” components. The proposed system aims to break the constraints of traditional bureaucratic compensation, replace vertical promotion with horizontal competency growth, and drive the transition of compensation distribution toward “flexible management”, thereby providing a theoretical foundation and a practical path for improving the overall governance capacity of universities.