四川省义务教育学校绩效工资制度自2009年1月实施以来，取得了较大的成效，但仍然存在着一些问题，激励效果欠佳。义务教育学校教师工作积极性是否提高与教师所在城市、职务、职称、教龄不相关，与教师所在区域、工资收入、绩效考核办法是否存在问题、奖励性绩效工资分配方案的满意度、奖励性绩效工资分配的公平感、奖励性绩效工资的满意度、工作快乐度、学校领导与普通教师奖励性绩效工资的差距大小等因素紧密相关。主要原因在于城乡存在区域差距、奖励性绩效工资的效价较低、外在奖励挤出内在动机、绩效考核办法与绩效工资分配方案凸显形式主义以及两种去激励的分配方式并存。

Compulsory education teacher performance pay system made a great achievement after it was implemented on January 1, 2009.However, it also revealed some problems.Its incentive effect is poor. Working enthusiasm of compulsory education school teachers is not related to the city they're in,their duty, the title of a technical post, years spent teaching,but related to the districts they're in, wage income, performance appraisal method, satisfaction of awarding performance salary allocation scheme, awarding performance salary allocation of fairness, awarding merit pay satisfaction, work happiness, awarding merit pay gap between school leaders and general teachers. The major reasons for this are that the regional gap between urban and rural is obvious, potency awarding merit pay is low, external rewards squeez out intrinsic motivation, performance appraisal method and performance salary allocation scheme highlight formalism, two allocation means that reduce incentive effect coexist.