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1、程序公允，高校职称乱象方能根除长期以来，在职称制度方面，全国各地各校标准不一、政策各异，有的学校过于严苛，严苛到近乎挑剔和刁难的程度，如要求教师必须有多长时间的实践经历、出国经历，必须有多少篇核心论文和一定级别的课题；有的则过于宽松，几乎没有什么挑战性要求，而是倾向于论资排辈，甚或取决于领导的喜好。凡事有利必有弊，标准过高或过低显然都会产生一些问题。标准过低，自然会有较多人达标，带来的问题是评审的难度、权力渗透的程度和矛盾的发生几率都会随之增加；标准过高，则会打击多数教师的工作热忱，使部分有真才实学却苦于某项指标不达标的教师难有出头之日。因此，建立科学、合理、客观、公允的制度，既能促进学校的发
2、展，适应社会的需求，又能尊重劳动、尊重知识、尊重人才，激发教师的积极性和创造性，无疑是解决职称难题的核心和关键所在。笔者以为，职称制度应综合考量教师的学历、教龄、师德、教学和科研业绩、社会贡献等多方面因素，最好能采取直观明了的量化形式。此外，实行管理岗位和专业技术岗位分离，打破职称终身制度，实行评聘分开制度、定期考核制度，建立教师能进能出、职称能上能下的灵活的优胜劣汰机制和良性竞争机制，也是值得尝试的好思路和好办法。.俗语说得好：“阳光是最好的防腐剂。”职称评审如果要定纷止争，让人消除疑虑、心悦诚服，必须在程序上做足功课，下大力气，严格按照程序行事，让每一步工作都公开透明，接受群众的监督和质疑
3、。笔者留意到，不少学校在程序方面多少都存在随意马虎甚至刻意遮掩现象，如有的学校所谓的公示，只公示名字，别的信息一概缺失，而绝大多数学校对评审结果都语焉不详，教师无从得知究竟得分多少，差距何在？这种做法显然有违程序公允的要求，也不利于教师之间的取长补短和提升完善。事业单位人事制度改革正在向纵深推进，教师也普遍感受到了改革带来的压力和竞争的激烈。此种形势下，妥善协调和解决职称评审过程中存在的种种弊端和不足，无疑是十分必要的。这一方面关系到教师个人的利益和前途，另一方面，也关系到学术的严肃、学校的发展与和谐。29C91AFE4CED1B6C8795AD9C91AFE4CED1B6C8795AD91A
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