由《師資培育法》立法精神談機械群科教師選聘困境與解方

On the Dilemma and the Solutions of the Recruitment of and Employment of Teachers for Mechanical Engineering Groups via the Legislation of the Teacher Education Act

《師資培育法》自1994實施以來，充分展現新公共管理思維的影響，使得師資培育從過去的一元、封閉，轉為多元化和市場化。然而，隨著少子化和教師待遇、福利的變動，師資培育和教師選聘面臨了諸多困境。以機械群科教師的選聘為例，本文發現機械群師資培育確實不足，因此衍生應聘者素質參差不齊、新進教師流動快，以及私立學校教師往公立學校流動等三個現象。為解決師資培育不足問題，本文提出下列三點建議：第一、依據市場精神調整教師福利、待遇。第二、精進教師選聘機制，常態化辦理教師甄選命題之單位。第三、修訂《師資培育法》，賦予教育部評估、調控師資培育之權限。

Since its implementation in 1994, Teacher Education Act has been fully of efforts on influencing the public’s new mindset, which has transformed teacher education from a one-dimensional and closed system to diversification and marketization. However, with the changes in the low fertility rate and teachers’welfare along with benefits, teacher training and recruitment have been faced with many dimemma. Taking the teacher recruitment in the Mechanical Engineering group as an example, this paper findings that the teacher’s training in the Mechanical Engineering group is indeed insufficient, which has led to three situations, including the uneven quality of candidates, the rapid turnover of new teachers, and the flow of teachers from private schools to council schools. To solve the problem of insufficient teacher training, three suggestions are as follows. First, the government has to adjust the welfare and benefits of teachers according to the principles of free market. Secondly, we should improve the mechanism of the teacher recruitment and examination administration, such as question drafting, oral examination and practical test. Finally, the government should amend the Teacher Education Act to provide the Ministry of Education (MOE) with the access to the teacher’s evaluation and regulation.