| Budget Amount *help |
¥1,430,000 (Direct Cost: ¥1,100,000、Indirect Cost: ¥330,000)
Fiscal Year 2016: ¥520,000 (Direct Cost: ¥400,000、Indirect Cost: ¥120,000)
Fiscal Year 2015: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
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| Outline of Final Research Achievements |
The purposes of this study are to clear the rules of the collective bargaining at a district level, the salary system and the relation between the salary system and evaluation system.
Firstly, it is the agreement in the collective bargaining between a school district and a teachers union that has decided the details of the administration regarding the salary system based on evaluation system. Secondly, there are two salary systems. The first system means the traditional system based on their education and experience, on the other hand, the second system is the new salary system based on their performances. The new system includes the great majority of teachers, about ninety percent of them. Thirdly, the evaluation system mainly consists of Student Growth, Knowledge and Skills, Market Incentives and Comprehensive Professional Evaluation. It is the rule that the teachers can earn their salary depending on their performances evaluated by each evaluation side.
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