earticle

영어

The promotion regulation of teachers in korea was first established in 1964 and have been revised several times until now. Even though it shows the continuous efforts of our government, it has still many problems. Therefore, the promotion regulation of elementary teachers should be reformed and improved with the new resonable promotion regulation which the opinion of teachers are reflected on. Thus, the purpose of this study lies in surveying the problems of the promotion regulation in elementary teachers and presenting new system for its improvement through investigating about problems. To accomplish this goal, statue books, official gazettes, concerning books were used and this study could reach the following results:1. Investing the problems of promotion regulation. Firstly, the present regulation adjusted the carrier evaluation period 30 to 25 years but this rule is not only couldn't find out the young and able executive officials but also couldn't help following the many years of service as well. This is the main factor that forces the motivation of the young able teachers to be reduced. Secondly, the standard of evaluation on service record is not reasonable and have a function to promote or transfer, and then this standard is firming to relative evaluation without having its fairness and trust. Thirdly, the contents of research study marks are structured formally and conservatively. So most teachers are not motivated under this atmosphere. Fourthly, the article of additional marks is not working for increasing teacher's strong motif and ability.2. The new developing system to improve the problems of promotion regulation in elementary teachers is suggested as following. Firstly, to engage person of ability and build up the personnel management which is based on ability, the carrier evaluation rate have to be reduced extremely instead of 42 percent. And also, the carrier evaluation period have to be cut down 15～20 years from 25 years in order to break perfectly with the present promotion system which is oriented to the many years of service. Secondly, the periods of evaluation on service record have to be curtailed to 1 year and the standard also must recover its fairness and objective. Therefore, new alternative standard should be introduced into the evaluation system. Thirdly, the scoring rate of qualification training and functional training should be reduced and scoring rate of master's or doctor's degree should be raised. Fourthly, the additional scoring rate for the chief of teacher who have great contribution and is devoted into the educational activities of school teachers who taught at a research school and a rural community need to be increased.

한국어

본 연구는 초등학교 교원의 승진규정이 가지고 있는 문제점을 분석하고, 그 개선방안을 제시하여 합리적인 인사규정을 마련하는데 목적을 두고 있다. 이러한 목적을 달성하기 위해 승진규정에 대한 구성요소별 변천내용을 살펴보고, 그 구성요소별로 문제점과 개선방안을 제시하였다. 우수한 인재를 교직에 유인하고 그들이 사명감을 가지고 교직생활을 지속할 수 있도록 하기 위해서는 종전의 승진규정이나 제도로는 여러 가지 문제가 내포되어 있는 만큼 전통적인 관례나 온정주의에서 과감히 벗어나 합리적이고 객관적인 인사규정을 마련하여 변화하는 시대에 제대로 부응하기 위한 교육계의 노력이 요구된다 하겠다.