The study analyzed the remuneration system for childcare teachers, with a view to suggesting improvements for the system so as to contribute to enhancing the long term professionalism of childcare teachers. A survey was conducted with a total of 289 directors and teachers of childcare centers nationwide (136 directors and 153 teachers) in order to investigate the current status of childcare teachers’ remuneration and to gather opinions concerning possible measures for improvement.
A literature review revealed that despite the diverse nature of their work, their demanding responsibilities, and long working hours, childcare teachers were paid less when compared with those in similar professions with similar levels of education. Despite the fact that childcare teachers’ pay has increased in recent years, the rate of increase has been relatively low when compared to similar professions.
A review of the pay and non-pay incentives of 289 childcare teachers indicated that there were significant differences according to the type and scale of the institution concerned. National/public and non-profit organization-based childcare centers and larger institutions were found to have proportionately more experienced teachers and higher salary levels and overtime allowance ratios compared to private childcare centers and home-based daycare centers. The average remuneration of the surveyed childcare teachers revealed the following average breakdown; about 80% consisted of base pay, about 7~8% was composed of various allowances and some 6~11% was composed of subsidies. When examining the correlation between pay variables and non-pay variables, childcare teachers with higher educational levels were more likely to receive better pay, but working hours had little relationship to any variable.
When asked what issues were most pressing in terms of the current remuneration system, 34.6% of childcare teachers responding by saying that their current pay levels were the most urgent issue, followed by long working hours (22.4%) and heavy workloads (18.5%). When asked for ways by which the remuneration system could be improved, 90.9% wanted pay raises to reflect academic background, 89.4% wanted an increase in subsidies and allowances, 86.2% wanted a raise in base pay and 84.7% hoped for the introduction of job based pay and differentiation of pay levels according to qualifications. (In terms of working conditions, the interviewees also expressed a preference for an eight hour work day. The two conditions most sought after were firstly double shifts and secondly, a system for substitute teachers.
In conclusion, the most urgent improvement of the remuneration system of childcare teachers relates to the non-pay working conditions, improvements to which must take place either first or in parallel with other changes. In other words, a rest-period and flexible working hours should be secured through a by having two-teachers-in-charge-of-one-class system or through team teaching, along with diversified working hours. Second, it is necessary to adjust their compensation system from the current “base pay + allowances” structure into a “base pay + job-based pay + job evaluation-based pay” structure. This adjustment is essential for the accurate calculation of overtime allowances. Third, in the same way as raises in pay levels need to be implemented via more varied channels, differentiated salaries, depending on academic background and qualifications should be reflected in a pay grade system. This will give incentives to childcare teachers to enhance their expertise further, while a service allowance ought to be instituted based on a job analysis of the childcare workforce. In addition, on top of pay raises through a seniority-based pay grade system, the compensation system should be more flexible in a manner that allows promotion in pay grade through educational level, taking on of extra duties, and the upgrading of qualifications. These changes needs to be pursued in tandem with a human resources management and development system, such as an expansion of in-service education and the introduction of qualifying examinations and national examinations. Fourth, in order to bridge the gap in salary and working conditions between different types and scales of childcare centers, a certain degree of government intervention is essential to establish a monitoring system for those institutions whose payroll expenses are not publically subsidized.
Table Of Contents
Ⅱ. 이론적 배경
Ⅲ. 보육교직원 보수체계 변천
Ⅳ. 보육교직원 보수체계 실태
Ⅴ. 보육교직원 보수체계 개선방안
Ⅵ. 결론 및 제언