# Teacher Education and Management: Innovative Application of Ecological Management System of Big Data Management System

Authors: Xiaoying Li
Journal: Journal of Sensors
 (2022)

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## Abstract

At present, with the rapid growth of China’s comprehensive national power, China wants to accelerate the construction of world-class universities and world-class disciplines to match it. Therefore, the education and management of university teachers is crucial, and the current research results at home and abroad in this area are remarkable. In this paper, we will start from the innovative application of university teachers’ management system and use the Oracle and SQL Server database processors commonly used in big data processing to process data. It is concluded that China’s teaching force is gradually balanced; the comprehensive quality of the teaching force is improving; the academic atmosphere is more open; the fields and perspectives of academic research are richer; the distribution of teachers at all levels in China is more balanced; the comprehensive quality of our teachers is improving; the system of education and scientific research in China’s universities is improving; and the ecological management system of universities is improving. In addition, in view of the current situation of education and management of teachers in China’s colleges and universities, according to the results of big data analysis, we also propose (1) to improve the academic level and establish a strict institutional threshold for the college teaching profession; (2) to effectively implement the policy of freedom and equality in academic academia and improve the appointment and evaluation system of teachers and principals in higher education institutions; (3) to insist on implementing the principle of academic fairness and optimizing the teacher evaluation system; (4) to innovate and implement the incentive mechanism for teachers in colleges and universities according to the talent training characteristics of teachers’ academic career ability; and (5) to establish the access system of college teachers’ career development and promote academic career development and other suggestions of big data management for college teachers.


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## Body

## 1. Introduction

World-class universities all have another very important and prominent business feature, that is, of course a relatively high-level professional technical faculty they have, but how to maintain a high-level faculty is a problem worth thinking about. In this regard, some universities in western developed countries have more mature experience in the management of university teachers, which is worth learning [1]. In China’s university management, there are some deficiencies and defects among teachers’ recruitment, assessment, promotion, and evaluation. Many unnecessary disputes and so on all originate from the lack of a perfect management system. College teachers are a highly specialized and academic group, and the academic activities of teachers determine the popularity of colleges and universities. The core of university is high-quality academic activities. In China, the boundary between academic and administrative power is often unclear. Administrative power often interferes excessively with academic power, and academic power is not exercised effectively. This has seriously affected the personal academic creativity cultivation and personal academic motivation of some university teachers and researchers and has restricted the level of our universities’ own research and innovation development capability and continuous healthy forward development. Higher education in the United States began in 1776, and after more than 200 years of development, it has borrowed the advanced management concepts of many countries’ higher education institutions. After the Second World War, the quality of higher education in the United Kingdom and the United States gradually came to the forefront of the entire world, forming a system of university faculty management that is politically, economically, and culturally compatible with that of Germany and the United States. The reasons for the growth of a group of American universities from small colleges to influential universities in the academic world are many, of which the establishment and implementation of a scientific university faculty management system is an important part [2]. Therefore, building an excellent faculty and giving it a virtuous cycle is a topic worth exploring. With the intensive development of information technology in the era of globalization, how to make efforts to adapt the school faculty management and its institutional system to the conceptual approach and development philosophy of the world’s information technology advanced society and to build a highly qualified and well-structured university faculty system has increasingly become the most important practical content of today’s research and exploration of higher education development. As an institution clearly different from other institutions in society, the management function of university is to provide services for teachers and professors so that they can carry out scientific research, teaching, and social service work more conveniently and effectively. Therefore, this paper attempts to analyze the concept and practice of university faculty management system in China and find out its characteristics in order to provide reference for the construction of university faculty management system in China.Big data management system not only can store a large amount of data and form a massive data storage network system but also can analyze and process data extremely fast. A big data management system is a system that makes reasonable use of computers and network media to analyze and process various data [3]. It is gradually applied to all aspects of life with fast and convenient information processing, bringing great convenience to people’s lives, updating their traditional data management concepts, providing a more novel and convenient way to store and process complex data, and greatly improving their work efficiency.Therefore, the use of big data and management systems for our teachers’ information management education training and school management can be very effective and rapid to help keep pace with the changing times of teaching, to improve the level of modern management practice ability level and research level of school teachers, to promote our country’s multilevel higher education and high-level development of modernization of the research university teaching force, and to improve with the community and service satisfaction of people from all walks of life, further contributing to the improvement of the level of theoretical and scientific research abilities of our university teachers in the future, cultivating the comprehensive professional quality of our students’ talents, and contributing to the high-quality development of China.


## 2. Research Background

In the management and education of teachers, foreign countries started earlier. The American scholar Burton Clark in his book “The System of Higher Education: A Cross-National Study of Academic Organizations” focuses on the academic characteristics of colleges and universities and the rules of academic management of college organizations. Moltudal et al. point out the feasibility of faculty participation in academic management, which is conducive to motivating faculty members and can stimulate the spirit of ownership [4]. Dodo-Balu believes that teachers’ own qualities and professionalism can participate in the management of the school and make it develop in a good and healthy direction, which is unattainable by other people [5]. Birnbaum (R), in his book “Models of University Operation,” presents the view of the organizational model of university operation, the view of the organizational sector of university operation, and the values of equality and fair authority for the members of the school which should be the first priority for all direct participants in the decision-making bodies of the university; this is because the fish than the external members; it is more concerned with the development of the university itself [6]. Therefore, this fair view of authority and a strong sense of responsibility make the universities run in a healthy and orderly way. As mentioned in the book, shared governance is both a concept and a form of management. Tzafilkou et al. have successively pointed out that the tenure system severely restricts and hinders the recruitment of teachers and the free internal mobility of state workforce in the country’s universities, undermines the normal educational model of the society in which students are educated for continuous personal career development, exacerbates the bureaucracy that contributes to the education of some universities, and is not conducive to the creative expression of teachers outside the system [7]. There are both internal and external reasons for tenure system reform. After the 1970s, a system of tenure evaluation began to emerge as a way to promote effective development of the teaching profession, a formative evaluation that treats teachers in a developmental manner and compensates for ineffective performance [8]. A rational model would be for institutional leaders to review tenure or other alternatives to tenure and then rationally choose the appropriate institutional hiring policy. This posttenure review of the tenure system evaluation process ensures the accuracy of peer evaluation and is appropriate for performance evaluation. A major research objective of this peer review approach is also to assess the academic performance of faculty work, to promote the healthy development of young faculty levels, and to require a necessary aspect of progress in the tenure-track faculty.The domestic study started late but progressed fast enough to keep up with the rapid development of higher education in China. By comparing the academic management of universities in China and the United States, Barros-del Río et al. pointed out that the academic management of universities is closely related to government departments and society and put forward the idea of academic management innovation by combining the operation of academic management and different cultural backgrounds [9]. They pointed out that, as far as the internal relationship of universities is concerned, teachers are the core of university academic management. Han Yanlun and Liu Huanyang pointed out in the article “Reflections on the Ethical Construction of Academic Management System of Universities” that the important role of ethical construction in academic management system of universities includes bottom-line ethics, responsibility ethics, transaction ethics and credit ethics, cooperation ethics and sharing ethics, value ethics, and identity ethics which constitute the connotation and characteristics of the ethics of academic management system of universities [10]. The establishment of academic management system in colleges and universities needs to be based on ethics and morality, improves the system construction related to academic ethics in colleges and universities, and strengthens the status and role of institutional ethics. In addition, Tan Yuanxi and Liao Xiangyang, in their article “Analysis of Faculty Management Policies in Chinese Universities,” introduced these five basic stages of the development of the new policy of faculty salary management in Chinese universities implemented in China for more than 60 years: the foundation and adjustment period, the tortuous and turbulent period, the recovery and development period, the reform initiation period, and the reform deepening period [11]. Two kinds of thinking are proposed: the identity of state university teachers is “state cadres,” which does not reflect the special characteristics of university teachers, and also tends to lead to “officialdom,” which allows teachers to be not very precise, and schools encourage teachers to “work,” which is not conducive to the development of academics and teaching. The formulation of university teachers’ policies should fully reflect the “academic characteristics.” In addition, the macroscopic openness of the implementation of university teachers’ policies is not sufficiently grasped, the implementation guarantee is not enough, and the overall scientific understanding of the construction of the evaluation index system is not enough, which affects and restricts the assessment of the scientificity, feasibility level, and economic effectiveness of the policies. The author Geng Yiqun has written in the introduction of an article entitled “The Dilemma and the Way Out of the Tenured Professor System in American Universities” that since the late 1990s of the 20th century in the United States, social institutions such as the United States and domestic academics have raised many critical views and strong questions about the reform of the tenured university professor system in China, and some domestic universities have tried to replace the tenured professor system in the United States with a fixed contract. It is believed that China’s tenure-track university professorship system is inefficient and prone to lazy thinking of teachers, which is not conducive to attracting outstanding talents to the academic career [12]. In this article, the author of “The Dilemma of the Tenured Professorship,” J. Liu, points out that although the tenured professorship has been questioned since the 1990s, hindering faculty innovation in academia, and many other shortcomings, professors are concerned about the diversity of schools and are less susceptible to changes that would promote school reform in a more effective way [13]. The authors point out that the life of the university lies in debate, that only the outspokenness of professors makes the school face its own shortcomings and deficiencies, and that all the professorial system needs to be protected by the freedom to express opinions rather than punish, so the tenure system serves to protect professors and thus academic freedom. In 1913, the American Association of University Professors was officially proclaimed in Johns Hopkins University. In 1915, Dewey became the first President of the United States and issued a Statement of Principles. In 1925, Dewey, in consultation with the American Association of Colleges and Universities, issued the last of Dewey’s official statements on academic freedom and tenure, making a distinction between tenure and nontenure. Tenure is a necessary measure for academic freedom, economic security, students, and society.


## 3. Basic Theory and Research Methods

### 3.1. Basic Theories

#### 3.1.1. Big Data Ecomanagement System

The big data management systems utilized today not only can store a large amount of data and form a large number of data storage network systems but also can analyze and process data extremely quickly [14]. Big data management systems are all about analyzing and processing a wide variety of data with the rational use of media such as computers and networks. It is becoming more and more popular in all aspects of life with fast and convenient digital information transmission and processing, bringing a great degree of information convenience to people’s future study and life, updating people’s traditional view of data management, providing a more innovative and convenient way to store and process a variety of data, and greatly improving people’s work efficiency. Big data management system mainly has four characteristics, such as large storage volume, rapid information processing, real and effective data results, and many types of data, as shown in Figure 1.Figure 1
Features of big data management system.Big data management system can go through its own powerful information processing system to store a large amount of information. Because of its powerful system operation and processing function, it can process information and data very quickly, and unlike manual work, it is difficult for big data management system to falsify and make mistakes on data, thus ensuring the authenticity and correctness of data processing. Therefore, the use of big data management systems for ecosystem management not only improves efficiency but also instantly identifies problems in the work and finds areas for improvement in teacher management that do not match the requirements of the times [15].


#### 3.1.2. Teacher Education and Management

The management responsibilities of Chinese university teachers are closely related to the academic level of teachers. The organization of higher education teachers is generally different from the general disciplinary organization of higher education schools, which is a professional and technical organization mainly composed of academic staff related to various majors and so on. The characteristics of modern university organization based on the viewpoint of the subject status of modern academic profession can be reflected in at least the following characteristics: the division of labor in disciplines is the common organizational basis of all academic professions, the loose combination of disciplines is the common organizational structure characteristic of all academic professions, and the dual management authority model is the main dual organizational and management structure characteristic of modern academic professions. From the perspective of the development of contemporary academic professional norms, university teachers and their management should have several basic normative features such as modern academic standards in a more strict and systematic way, autonomy of academic process, freedom of academic activities, recognition of academic achievements, and recognition of personal reputation. Both the management of teachers and the reform of institutional structure are very important components and parts of the administrative management and reform work of Chinese university teachers. The system should be institutionally prescriptive and can be closely related to the practice of the teacher’s knowledge concept in the corresponding field [16]. Therefore, an important first step in the system design and innovation of university teachers’ administration is to establish a modern human-oriented system of teachers’ science, i.e., to establish a “humanistic” concept system and to practice the “academic standard” education concept, and then to guide the whole process of system reform and innovation of university teachers’ internal management. The further establishment, exploration, and implementation of the innovative system of teacher classification management in colleges and universities must be based on the actual basic situation of the reform of the teaching force in our country, and we must also learn extensively from the international advanced reform experience of international teachers’ separation management innovation. Therefore, after the innovation of the reform basis to be on the overall principle of dynamic reform and opening up closely, fairness, democracy, competition, and interests, step by step, the theoretical innovation of the new system of university teachers’ classification management in China must also adhere to the principle of people-oriented, autonomy and freedom, scientific management, and so on [17].In order to better strengthen the modernization of the quality of the university teaching force, as well as to cooperate with the further smooth and effective implementation of China’s education policy “science and education to develop the country, talent to strengthen the country” program, universities in China have implemented a relatively strict and unified high school teacher qualification appointment methods and teaching and management assessment system. There is a strict process for teacher appointment, and the qualified candidates are finally incorporated into the teaching system, as shown in Figure2, with a total of 8 steps, which basically ensures the basic level of China’s teaching force.Figure 2
Flow chart of teacher appointment.In teacher appraisal, before appraising teachers, schools usually organize a meeting to promote the appraisal process and print and distribute teacher appraisal methods to individual teachers. After receiving the appraisal method, teachers should summarize the teachers’ thoughts, attitudes, and responsibilities in their work, fill in information such as research achievements and awards in their work, and submit a report of their work to the management. The department will evaluate the teachers according to their individual situation and submit them to the school and the school division for review. The school and the academic department will grade and evaluate the teachers’ individual work and political thought. The final overall grade of the teacher will be derived and reported to the school for acceptance. The assessment mainly includes teachers’ ideology and moral character, knowledge, business ability, and performance.Although China’s teacher appraisal standards are relatively backward, these serve the cause of higher education in China for more than 40 years; after continuous historical evolution, these are also basically adapted to the basic national conditions of China and have made indelible contributions to China’s higher education. China’s higher education teacher appraisal process is shown in Figure3, a total of six links.Figure 3
Flow chart of higher education teacher assessment in China.


#### 3.1.3. Main Formula

To efficiently use big data to educate and manage teachers in colleges and universities, we should make comprehensive use of various analysis methods to quantify the specific indicators of teachers, specifically see the advantages and shortcomings of teachers, and better manage and educate the teachers’ team, so this paper introduces the comprehensive evaluation index of teachers to measure the comprehensive quality of teachers. The higher the index value, the higher the teacher’s evaluation and ability, as shown in Figure4.Figure 4
Comprehensive evaluation index of teachers.Teacher comprehensive evaluationindex=a comprehensive index of teaching quality and quantity+b comprehensive evaluation index of students+c comprehensive index of quality and quantity of published papers+d comprehensive coefficient of teachers’ professional ethics+e peer evaluation index.Wherea+b+c+d+e=1.


### 3.2. Research Methodology

#### 3.2.1. Oracle Big Data Analysis Study

Oracle Database Management System is a relational database management system developed by the German company Oracle Software (Oracle in Chinese). It may also be another database product that Microsoft will design with the idea of distributed database as its biggest core feature. It will also be one of the most popular distributed C/S server architecture solutions or distributed B/S database architecture solutions currently used by Microsoft worldwide. Oracle database has a wide range of design aspects, such as banking, telecommunications, mobile, aviation, insurance, and e-commerce. Meanwhile, Oracle’s product is free, and we can download the installation package from the official website, but its service is charged. Compared with SQL Server database, the state of “doubt” is one of the most obvious and attractive performance advantages of Oracle database parallel server model, which can achieve any one subquery decomposition into any number of subqueries and then execute subroutines on two different server CPU processors, greatly improving the performance of multiprocessing systems, which should be a data trend with a great potential competitive advantage that is growing rapidly in the coming years. Oracle database also has many other significant advantages such as complete data storage management storage capacity, large data storage capacity, long persistence time, can be shared to ensure reliability, complete related products, complete distributed management capabilities, and easy to operate [18].In this paper, we use Oracle big data analysis to study and analyze the data of university teachers’ management education system and lay the foundation of big data processing for the innovative application of big data ecological management system in this paper.


#### 3.2.2. SQL Server Data Analysis Research

On the basis of today’s mainstream Windows and other operating system platforms, SQL Server database as a new generation of database and analysis of the processing platform software is rapidly being widely used by various enterprise customers that are widely accepted. Unlike other current database platforms such as FoxPro and smaller databases such as Access database, SQL Server has a complete set of powerful and easy-to-use database management and service processing functions. There are engines that support development, standard database languages such as SQL, and extended feature functionality (such as replication, OLAP, and analytics). It is also significantly ahead of the rest of the market in terms of other key features that only large database software can have to [19], such as stored procedures and triggers.Microsoft SQL Server 2010 is based on Microsoft SQL Server 7.0, greatly extended to increase database performance, reliability, quality management, and ease of use. Microsoft SQL Server 2010 database edition is a high-performance enterprise relational database management system with high reliability, ease of use, and other characteristics.Therefore, in this paper, SQL Server 2010 is selected for big data analysis to analyze the innovative application of teacher education management system.


## 3.1. Basic Theories

### 3.1.1. Big Data Ecomanagement System

The big data management systems utilized today not only can store a large amount of data and form a large number of data storage network systems but also can analyze and process data extremely quickly [14]. Big data management systems are all about analyzing and processing a wide variety of data with the rational use of media such as computers and networks. It is becoming more and more popular in all aspects of life with fast and convenient digital information transmission and processing, bringing a great degree of information convenience to people’s future study and life, updating people’s traditional view of data management, providing a more innovative and convenient way to store and process a variety of data, and greatly improving people’s work efficiency. Big data management system mainly has four characteristics, such as large storage volume, rapid information processing, real and effective data results, and many types of data, as shown in Figure 1.Figure 1
Features of big data management system.Big data management system can go through its own powerful information processing system to store a large amount of information. Because of its powerful system operation and processing function, it can process information and data very quickly, and unlike manual work, it is difficult for big data management system to falsify and make mistakes on data, thus ensuring the authenticity and correctness of data processing. Therefore, the use of big data management systems for ecosystem management not only improves efficiency but also instantly identifies problems in the work and finds areas for improvement in teacher management that do not match the requirements of the times [15].


### 3.1.2. Teacher Education and Management

The management responsibilities of Chinese university teachers are closely related to the academic level of teachers. The organization of higher education teachers is generally different from the general disciplinary organization of higher education schools, which is a professional and technical organization mainly composed of academic staff related to various majors and so on. The characteristics of modern university organization based on the viewpoint of the subject status of modern academic profession can be reflected in at least the following characteristics: the division of labor in disciplines is the common organizational basis of all academic professions, the loose combination of disciplines is the common organizational structure characteristic of all academic professions, and the dual management authority model is the main dual organizational and management structure characteristic of modern academic professions. From the perspective of the development of contemporary academic professional norms, university teachers and their management should have several basic normative features such as modern academic standards in a more strict and systematic way, autonomy of academic process, freedom of academic activities, recognition of academic achievements, and recognition of personal reputation. Both the management of teachers and the reform of institutional structure are very important components and parts of the administrative management and reform work of Chinese university teachers. The system should be institutionally prescriptive and can be closely related to the practice of the teacher’s knowledge concept in the corresponding field [16]. Therefore, an important first step in the system design and innovation of university teachers’ administration is to establish a modern human-oriented system of teachers’ science, i.e., to establish a “humanistic” concept system and to practice the “academic standard” education concept, and then to guide the whole process of system reform and innovation of university teachers’ internal management. The further establishment, exploration, and implementation of the innovative system of teacher classification management in colleges and universities must be based on the actual basic situation of the reform of the teaching force in our country, and we must also learn extensively from the international advanced reform experience of international teachers’ separation management innovation. Therefore, after the innovation of the reform basis to be on the overall principle of dynamic reform and opening up closely, fairness, democracy, competition, and interests, step by step, the theoretical innovation of the new system of university teachers’ classification management in China must also adhere to the principle of people-oriented, autonomy and freedom, scientific management, and so on [17].In order to better strengthen the modernization of the quality of the university teaching force, as well as to cooperate with the further smooth and effective implementation of China’s education policy “science and education to develop the country, talent to strengthen the country” program, universities in China have implemented a relatively strict and unified high school teacher qualification appointment methods and teaching and management assessment system. There is a strict process for teacher appointment, and the qualified candidates are finally incorporated into the teaching system, as shown in Figure2, with a total of 8 steps, which basically ensures the basic level of China’s teaching force.Figure 2
Flow chart of teacher appointment.In teacher appraisal, before appraising teachers, schools usually organize a meeting to promote the appraisal process and print and distribute teacher appraisal methods to individual teachers. After receiving the appraisal method, teachers should summarize the teachers’ thoughts, attitudes, and responsibilities in their work, fill in information such as research achievements and awards in their work, and submit a report of their work to the management. The department will evaluate the teachers according to their individual situation and submit them to the school and the school division for review. The school and the academic department will grade and evaluate the teachers’ individual work and political thought. The final overall grade of the teacher will be derived and reported to the school for acceptance. The assessment mainly includes teachers’ ideology and moral character, knowledge, business ability, and performance.Although China’s teacher appraisal standards are relatively backward, these serve the cause of higher education in China for more than 40 years; after continuous historical evolution, these are also basically adapted to the basic national conditions of China and have made indelible contributions to China’s higher education. China’s higher education teacher appraisal process is shown in Figure3, a total of six links.Figure 3
Flow chart of higher education teacher assessment in China.


### 3.1.3. Main Formula

To efficiently use big data to educate and manage teachers in colleges and universities, we should make comprehensive use of various analysis methods to quantify the specific indicators of teachers, specifically see the advantages and shortcomings of teachers, and better manage and educate the teachers’ team, so this paper introduces the comprehensive evaluation index of teachers to measure the comprehensive quality of teachers. The higher the index value, the higher the teacher’s evaluation and ability, as shown in Figure4.Figure 4
Comprehensive evaluation index of teachers.Teacher comprehensive evaluationindex=a comprehensive index of teaching quality and quantity+b comprehensive evaluation index of students+c comprehensive index of quality and quantity of published papers+d comprehensive coefficient of teachers’ professional ethics+e peer evaluation index.Wherea+b+c+d+e=1.


## 3.1.1. Big Data Ecomanagement System

The big data management systems utilized today not only can store a large amount of data and form a large number of data storage network systems but also can analyze and process data extremely quickly [14]. Big data management systems are all about analyzing and processing a wide variety of data with the rational use of media such as computers and networks. It is becoming more and more popular in all aspects of life with fast and convenient digital information transmission and processing, bringing a great degree of information convenience to people’s future study and life, updating people’s traditional view of data management, providing a more innovative and convenient way to store and process a variety of data, and greatly improving people’s work efficiency. Big data management system mainly has four characteristics, such as large storage volume, rapid information processing, real and effective data results, and many types of data, as shown in Figure 1.Figure 1
Features of big data management system.Big data management system can go through its own powerful information processing system to store a large amount of information. Because of its powerful system operation and processing function, it can process information and data very quickly, and unlike manual work, it is difficult for big data management system to falsify and make mistakes on data, thus ensuring the authenticity and correctness of data processing. Therefore, the use of big data management systems for ecosystem management not only improves efficiency but also instantly identifies problems in the work and finds areas for improvement in teacher management that do not match the requirements of the times [15].


## 3.1.2. Teacher Education and Management

The management responsibilities of Chinese university teachers are closely related to the academic level of teachers. The organization of higher education teachers is generally different from the general disciplinary organization of higher education schools, which is a professional and technical organization mainly composed of academic staff related to various majors and so on. The characteristics of modern university organization based on the viewpoint of the subject status of modern academic profession can be reflected in at least the following characteristics: the division of labor in disciplines is the common organizational basis of all academic professions, the loose combination of disciplines is the common organizational structure characteristic of all academic professions, and the dual management authority model is the main dual organizational and management structure characteristic of modern academic professions. From the perspective of the development of contemporary academic professional norms, university teachers and their management should have several basic normative features such as modern academic standards in a more strict and systematic way, autonomy of academic process, freedom of academic activities, recognition of academic achievements, and recognition of personal reputation. Both the management of teachers and the reform of institutional structure are very important components and parts of the administrative management and reform work of Chinese university teachers. The system should be institutionally prescriptive and can be closely related to the practice of the teacher’s knowledge concept in the corresponding field [16]. Therefore, an important first step in the system design and innovation of university teachers’ administration is to establish a modern human-oriented system of teachers’ science, i.e., to establish a “humanistic” concept system and to practice the “academic standard” education concept, and then to guide the whole process of system reform and innovation of university teachers’ internal management. The further establishment, exploration, and implementation of the innovative system of teacher classification management in colleges and universities must be based on the actual basic situation of the reform of the teaching force in our country, and we must also learn extensively from the international advanced reform experience of international teachers’ separation management innovation. Therefore, after the innovation of the reform basis to be on the overall principle of dynamic reform and opening up closely, fairness, democracy, competition, and interests, step by step, the theoretical innovation of the new system of university teachers’ classification management in China must also adhere to the principle of people-oriented, autonomy and freedom, scientific management, and so on [17].In order to better strengthen the modernization of the quality of the university teaching force, as well as to cooperate with the further smooth and effective implementation of China’s education policy “science and education to develop the country, talent to strengthen the country” program, universities in China have implemented a relatively strict and unified high school teacher qualification appointment methods and teaching and management assessment system. There is a strict process for teacher appointment, and the qualified candidates are finally incorporated into the teaching system, as shown in Figure2, with a total of 8 steps, which basically ensures the basic level of China’s teaching force.Figure 2
Flow chart of teacher appointment.In teacher appraisal, before appraising teachers, schools usually organize a meeting to promote the appraisal process and print and distribute teacher appraisal methods to individual teachers. After receiving the appraisal method, teachers should summarize the teachers’ thoughts, attitudes, and responsibilities in their work, fill in information such as research achievements and awards in their work, and submit a report of their work to the management. The department will evaluate the teachers according to their individual situation and submit them to the school and the school division for review. The school and the academic department will grade and evaluate the teachers’ individual work and political thought. The final overall grade of the teacher will be derived and reported to the school for acceptance. The assessment mainly includes teachers’ ideology and moral character, knowledge, business ability, and performance.Although China’s teacher appraisal standards are relatively backward, these serve the cause of higher education in China for more than 40 years; after continuous historical evolution, these are also basically adapted to the basic national conditions of China and have made indelible contributions to China’s higher education. China’s higher education teacher appraisal process is shown in Figure3, a total of six links.Figure 3
Flow chart of higher education teacher assessment in China.


## 3.1.3. Main Formula

To efficiently use big data to educate and manage teachers in colleges and universities, we should make comprehensive use of various analysis methods to quantify the specific indicators of teachers, specifically see the advantages and shortcomings of teachers, and better manage and educate the teachers’ team, so this paper introduces the comprehensive evaluation index of teachers to measure the comprehensive quality of teachers. The higher the index value, the higher the teacher’s evaluation and ability, as shown in Figure4.Figure 4
Comprehensive evaluation index of teachers.Teacher comprehensive evaluationindex=a comprehensive index of teaching quality and quantity+b comprehensive evaluation index of students+c comprehensive index of quality and quantity of published papers+d comprehensive coefficient of teachers’ professional ethics+e peer evaluation index.Wherea+b+c+d+e=1.


## 3.2. Research Methodology

### 3.2.1. Oracle Big Data Analysis Study

Oracle Database Management System is a relational database management system developed by the German company Oracle Software (Oracle in Chinese). It may also be another database product that Microsoft will design with the idea of distributed database as its biggest core feature. It will also be one of the most popular distributed C/S server architecture solutions or distributed B/S database architecture solutions currently used by Microsoft worldwide. Oracle database has a wide range of design aspects, such as banking, telecommunications, mobile, aviation, insurance, and e-commerce. Meanwhile, Oracle’s product is free, and we can download the installation package from the official website, but its service is charged. Compared with SQL Server database, the state of “doubt” is one of the most obvious and attractive performance advantages of Oracle database parallel server model, which can achieve any one subquery decomposition into any number of subqueries and then execute subroutines on two different server CPU processors, greatly improving the performance of multiprocessing systems, which should be a data trend with a great potential competitive advantage that is growing rapidly in the coming years. Oracle database also has many other significant advantages such as complete data storage management storage capacity, large data storage capacity, long persistence time, can be shared to ensure reliability, complete related products, complete distributed management capabilities, and easy to operate [18].In this paper, we use Oracle big data analysis to study and analyze the data of university teachers’ management education system and lay the foundation of big data processing for the innovative application of big data ecological management system in this paper.


### 3.2.2. SQL Server Data Analysis Research

On the basis of today’s mainstream Windows and other operating system platforms, SQL Server database as a new generation of database and analysis of the processing platform software is rapidly being widely used by various enterprise customers that are widely accepted. Unlike other current database platforms such as FoxPro and smaller databases such as Access database, SQL Server has a complete set of powerful and easy-to-use database management and service processing functions. There are engines that support development, standard database languages such as SQL, and extended feature functionality (such as replication, OLAP, and analytics). It is also significantly ahead of the rest of the market in terms of other key features that only large database software can have to [19], such as stored procedures and triggers.Microsoft SQL Server 2010 is based on Microsoft SQL Server 7.0, greatly extended to increase database performance, reliability, quality management, and ease of use. Microsoft SQL Server 2010 database edition is a high-performance enterprise relational database management system with high reliability, ease of use, and other characteristics.Therefore, in this paper, SQL Server 2010 is selected for big data analysis to analyze the innovative application of teacher education management system.


## 3.2.1. Oracle Big Data Analysis Study

Oracle Database Management System is a relational database management system developed by the German company Oracle Software (Oracle in Chinese). It may also be another database product that Microsoft will design with the idea of distributed database as its biggest core feature. It will also be one of the most popular distributed C/S server architecture solutions or distributed B/S database architecture solutions currently used by Microsoft worldwide. Oracle database has a wide range of design aspects, such as banking, telecommunications, mobile, aviation, insurance, and e-commerce. Meanwhile, Oracle’s product is free, and we can download the installation package from the official website, but its service is charged. Compared with SQL Server database, the state of “doubt” is one of the most obvious and attractive performance advantages of Oracle database parallel server model, which can achieve any one subquery decomposition into any number of subqueries and then execute subroutines on two different server CPU processors, greatly improving the performance of multiprocessing systems, which should be a data trend with a great potential competitive advantage that is growing rapidly in the coming years. Oracle database also has many other significant advantages such as complete data storage management storage capacity, large data storage capacity, long persistence time, can be shared to ensure reliability, complete related products, complete distributed management capabilities, and easy to operate [18].In this paper, we use Oracle big data analysis to study and analyze the data of university teachers’ management education system and lay the foundation of big data processing for the innovative application of big data ecological management system in this paper.


## 3.2.2. SQL Server Data Analysis Research

On the basis of today’s mainstream Windows and other operating system platforms, SQL Server database as a new generation of database and analysis of the processing platform software is rapidly being widely used by various enterprise customers that are widely accepted. Unlike other current database platforms such as FoxPro and smaller databases such as Access database, SQL Server has a complete set of powerful and easy-to-use database management and service processing functions. There are engines that support development, standard database languages such as SQL, and extended feature functionality (such as replication, OLAP, and analytics). It is also significantly ahead of the rest of the market in terms of other key features that only large database software can have to [19], such as stored procedures and triggers.Microsoft SQL Server 2010 is based on Microsoft SQL Server 7.0, greatly extended to increase database performance, reliability, quality management, and ease of use. Microsoft SQL Server 2010 database edition is a high-performance enterprise relational database management system with high reliability, ease of use, and other characteristics.Therefore, in this paper, SQL Server 2010 is selected for big data analysis to analyze the innovative application of teacher education management system.


## 4. Results and Discussion

### 4.1. Research Results

In this study, based on collecting data from multiple departments such as the Ministry of Education and the National Bureau of Statistics and finding relevant statistical yearbooks as reference, the results of this study were obtained by using Oracle and SQL Server to dynamically process relevant data and analyze changes in some data for up to 20 years and 6 years, respectively.As shown in Figure5, in the 20 years from 2000 to 2020, the ratio of male to female teachers and the ratio of master to doctor in China’s colleges and universities showed a decreasing trend year by year, although the teachers with undergraduate degree and below were not considered, but it is enough to show the trend that the ratio of male to female teachers in China’s colleges and universities is gradually balanced and the teachers’ education is gradually improved, which further shows that the comprehensive quality of teachers is continuously improved.Figure 5
Changes of gender ratio and master’s degree ratio of teachers in colleges and universities in China.As shown in Figure6, in the 20 years from 2000 to 2020, foreign teachers and minority teachers in China show a trend of increasing year by year. It not only shows that the increasing level of development in China attracts more foreign teachers and other high-level talents but also shows the determination of poverty alleviation identified in China and the practical implementation of minority development policies. More importantly, exchanges with foreign scholars are more common and the academic atmosphere is more open; ethnic minority scholars also enrich the fields and perspectives of academic research.Figure 6
Changes in the proportion of foreign and minority teachers.As shown in Figure7, the total proportion of all types of teachers in one institution in China is high. Other research institutions have the lowest proportion of all types of teachers. Whether it is a bachelor’s degree or independent colleges, senior high schools, or other research institutions, the structure of teachers’ titles shows a relatively normal distribution structure with a middle and low on both sides [20]. The distribution of teachers at all levels in China is more balanced. In addition, the structure of teachers in China shows a distribution of the highest percentage of undergraduate and the second highest percentage of senior high school, followed by independent colleges and fewer other research institutions. It basically adapts to the rapid growth of China’s development.Figure 7
Structure of teachers’ titles in general higher education institutions (agencies) in China.As shown in Figure8, the comprehensive evaluation index of teachers in China’s higher education institutions shows a trend of increasing year by year. Comprehensive evaluation index ofteachers=acomprehensive index of teaching quality andquantity+bcomprehensive evaluation index ofstudents+ccomprehensive index of quality and quantity of publishedpapers+dcomprehensive coefficient of teachers’ professionalethics+epeer evaluation index (a+b+c+d+e=1). It can be seen that the comprehensive quality of teachers in China has been improving, the system of education and scientific research in China’s colleges and universities has been improving, and the ecological management system of colleges and universities has been improving.Figure 8
Changes in the comprehensive teacher evaluation index.


### 4.2. Suggestions for Innovative Applications of Teacher Education and Management Systems

#### 4.2.1. Raising Academic Standards and Establishing a Career Entry Qualification System

Teachers in higher education continue to engage in the academic profession of teaching first of all requires that students have undergone long-term solid training in theoretical knowledge and technical professional quality of this academic discipline and have a fairly certain high level of theoretical academic quality foundation and potential academic research development growth potential. Therefore, an improved system of access and qualifications for the education profession should be established to fully ensure the comprehensive overall quality of our teaching population.(1)
Improve the qualification standards for practitioners in accordance with the law and strengthen the qualification legislation for access to the education profession. The revision of the professional qualification standards for teachers in colleges and universities should focus on clarifying their corresponding academic conditions and professional ethical and moral conduct requirements, highlighting in the assessment that they have the basis of disciplinary professional competence and the ability to teach and research in their disciplines, improving the accreditation standards for the admission of relevant academic professionals, and ensuring the overall quality of knowledge of the general group of teachers in colleges and universities. At the same time, three different levels of professional qualification standards have been formulated and promulgated according to the needs of different historical regions, different academic types of colleges and universities, and different levels of ability development of students trained by teachers of different national academic career ladders in China. The construction of the higher education teacher qualification system is an important strategic component of the work to establish a national professional qualification system with national legal norms, and the implementation of the school teacher qualification system certification is an important part of the work to implement the principle of unified state management of education in accordance with the law. The deficiencies of the current legislative system of access and qualification system for the professional development of teachers in higher education, etc., developed and further improved should be amended in a timely manner, and the independent legal status of the academic professional qualification system of higher education itself should be guaranteed through national legislative means(2)
Study and establish a multilevel, time-sensitive, and highly operable assessment standard system of relevant professional qualification levels and establish provincial professional qualification identification and implementation certification agencies. Based on the actual need situation of meeting the needs of individual lifelong development of academic career and the value concept of pursuing comprehensive lifelong development education of academic career, a set of academic professional qualification and certification career standard system with multilevel and time-effectiveness is established. Therefore, it is recommended to gradually establish academic career and certification professional standards covering several minimum levels above the college teaching career and use these minimum levels as the core qualification standards for evaluating academic career talents. At the same time, a system of regular and certified assessment and evaluation of teaching qualifications at all levels should be established, and examinations should be set for students at each level according to the level of teaching qualifications valid once (e.g., every five years). In the study validity period, you must pass the corresponding course examination of the corresponding next level of education qualification training and certification level standard by obtaining a certificate of experience and study results of teaching continuing learning education and training of a certain scale and passing the corresponding course examination of the corresponding next level of education qualification training and certification level as required, in order to successfully obtain the education continuing training teaching practice qualification. In this way, the level of development between the dual standards of qualification and certification can be interpenetrated and integrated to guide teachers and the community to encourage in-service teachers to carry out continuing in-service learning, to indicate the right direction for the in-service professional and technical development and upgrading of China’s teachers, in an effort to effectively ensure the improvement of the overall quality of teachers nationwide. The establishment of institutions for the implementation of various types of professional qualification systems accreditation is a crucial legal guarantee for the effective and smooth implementation of the qualification system for teachers in higher education. For example, establish a number of professional organizations for the organization and implementation of professional qualifications within university education and a number of specialized organizations for the accreditation and implementation of external professional qualifications for university teachers—that is, several specialized accreditation committee units or accreditation bodies can be established within university teachers to jointly implement the work related to the accreditation of the university teaching qualification system, through the establishment of the development of perfect standards, fair, transparent, feasible, and fair procedures of the school teaching qualification examination and certification system to ensure the effective and smooth implementation of the whole process of work related to the certification of the university teaching qualification system; supervisory and inspection agencies of the primary and secondary school teacher qualification training and certification work should be set up, respectively, within the universities to ensure the scientific fairness, objectivity, and scientific justice of the relevant qualification examination and certification results


#### 4.2.2. Follow Academic Freedom and Equality and Improve Teacher Appointment System

Teacher appointment system management is one of the several major administrative links stipulated in the formulation of the basic system of teacher recruitment management in colleges and universities. Researchers in colleges and universities should adhere to the basic characteristics of the academic career ability of college teachers, adhere to the employment principles of following academic evaluation and free flow and peaceful flow, etc., and optimize and improve the work system of appointing college teachers to positions.(1)
Establish a system of career “admission period” and improve the job management system. Academic career is a special profession with its own special requirements. The construction of teachers in colleges and universities is a process of “selection” and “optimization,” and a reasonable “admission period” should be set. For example, “fixed-term” appointments and “open-ended” appointments should be used as the institutional design. The setting of “entry period” of university teachers should pay attention to the following points: first, to establish a reasonable “entry period”; second, to provide professional development and equal competition opportunities for the “entry” group; third, to implement peer academic review and “developmental evaluation” in the “admission” stage; and fourth, to have corresponding regulations for the “appointment period” to protect the legitimate rights and interests of university teachers. The purpose of post management is to optimize the structure of university teachers, promote reasonable flow of academic career, and promote academic prosperity and development. According to the overall planning of the university and disciplines, the strategy of classifying posts and management is appropriately implemented so that teachers’ duties are clear, each has its own role, and academic performance is maximized and most effective. By establishing a number of mobile professional staff centers and academic mobile research positions at the university, we can actively promote the social freedom and mobility of various academic professional groups, strengthen exchanges between Chinese and foreign academic workers, improve the academic level of society, and maintain the overall academic vitality of the university(2)
The system of appointing university teachers in flexible, effective, and diversified forms is standardized and perfected. Firstly, the flexible and efficient and diverse types of appointment system for teachers’ posts and employment positions are established for various types of colleges and universities of different professional types of schools in China. In the overall design work of the appointment system, three different levels of assessment and evaluation standards and two types of appointment should be used at the same time. In order to fully promote the development of diversified academic heterogeneous research and professional diversified research of teachers’ work in higher education institutions and to promote the diversified characteristic academic development of various types of university research, various types of academic career ladders responding to the characteristics of diversified development of teachers’ career in China should be created by adopting some different flexible cooperation methods. Secondly, an effective labor contract system that effectively guarantees the equal development of academic interests of faculty members should be established to improve academic productivity. According to some characteristics that exist in the academic career characteristics of higher education itself, the signing of employment staff contracts by university teachers should also take two forms of signing collective contract statutes and labor contract, respectively, to clarify the division of rights and obligations of each school staff and the various rights of the individual teachers employed, to gradually promote the realization of real equality of status between the rights and obligations of the two cooperating parties, and to ensure the signing of labor dispatch contracts. In addition, the dismissal mechanism for teachers will be made clear. In addition, the effective optimization of teachers’ departure and dismissal mechanism is also an important basic guarantee to promote the standardized and effective implementation of university teachers’ title appointment and evaluation system, such as improving the appointment declaration system for new teachers, improving the evaluation mechanism for new teachers, broadening the channels for teachers’ departure, and strengthening the guidance of public opinion


#### 4.2.3. Adhere to the Principle of Academic Fairness and Optimize the Teacher Assessment and Evaluation System

The evaluation system of teachers in higher education should take the promotion of teachers’ academic career development and teachers’ self-realization as the ultimate goal of evaluation. Therefore, in order to promote the development of teachers and academic career, it is necessary to adhere to the principles of academic fairness and freedom to optimize the evaluation system of teachers in colleges and universities.(1)
Scientifically establish the evaluation system of educational assessment to promote the overall development of their academic careers. Teachers in colleges and universities must engage in academic work of higher education mainly according to the law, and the principle of academic evaluation freedom is its fundamental internal operation logic. The scientific establishment of the evaluation system standards of teachers’ titles must all take into account the specific characteristics of academic career personnel training in colleges and universities and follow the evaluation principle of free and standardized educational academic work. On the one hand, it creates a scientific, harmonious, and fair environment atmosphere for academic education evaluation of university teachers and reflects social humanistic care. The system construction of teachers’ title evaluation should pay attention to respecting the overall regular process of academic level growth and change of the teaching team and individual differences of the teaching team, respecting the historical professional achievement experience formed by contemporary college teachers themselves as high-quality intellectuals, scholar talents, and lifelong educators, and paying attention to the historical natural life, academic life value, and personal spiritual life of teacher titles. On the other hand, we should gradually change the traditional evaluation index concept and adopt the comprehensive developmental evaluation index system method. It should be highly appraised and recognized the value of teachers’ academic achievements and their creation, boldly advocated and encouraged the innovative practice and academic creation of teachers’ academic achievements in colleges and universities, and paid attention to the development and progress of teachers’ academic potential and education in the future. But at the same time, attention should be paid to the policy principles and relative flexibility of talent evaluation work. To enable high-level creative talents to develop fully and freely, and to truly and effectively implement the “teacher-centered” philosophy. Establish an evaluation and assessment system of university professors’ professional titles with the evaluation of professors’ academic and professional reputation as the leading index. The lofty academic reputation of scholars themselves should be based on the general cultural recognition of the whole academic circle. The objective recognition of others’ academic achievement level and innovation degree of others’ academic value is the general value and affirmation of scholars’ achievements of their academic professionals. Therefore, it is necessary to give full and effective play to the overall role of members of the social academic community and adhere to the principle of “academic leadership, professors conduct academic research”. For example, gradually and comprehensively establish the evaluation expert reputation assessment constraint evaluation mechanism, and strengthen the standardization construction of China’s evaluation and consulting expert reputation system, etc. The relative transparency of the evaluation decision-making process is increased to ensure the rationality of the professors and experts’ support to the evaluation suggestions; and set up sound cooperation mechanism with external experts cross deliberations, to improve and enrich the relevant academic standard policy and implement the professor anonymous public evaluation at regular intervals, interest withdrawal system, expert system, rotation bearer public voting system, etc., and effectively guarantee the public evaluation activities of science professor impartiality(2)
Actively establish a multidisciplinary academic position evaluation standard system for high-level teachers. The main work of university teachers mainly involves teaching, scientific research, public welfare service, and other important academic affairs. The results of academic ability evaluation are two important objective indexes used to measure the effect of professional construction and improvement of teaching and scientific research development of a college faculty. Therefore, it is particularly necessary to establish a more diversified and scientific evaluation system of high-level academic level, respect the individual differences of knowledge of the majority of college teachers, and fully evaluate the reasonable individual demand level that satisfies the development of each high-quality teacher. The first point is to require a reasonable and systematic professional classification of teachers and students in colleges and universities, to formulate and introduce the standards of subject evaluation of corresponding disciplines, and to develop a scientific subject evaluation system. Secondly, it features a comprehensive evaluation in all aspects and from multiple perspectives. This includes faculty self-evaluation, student evaluation, evaluation by peers and other academic groups, etc., and results in a final evaluation. Finally, the scientific fairness and accuracy of the evaluation information are ensured through the feedback results of the professional information from the students’ multiple perspectives. Third, in the selection of evaluation using the also need to adhere to in the process of implementation of qualitative assessment and evaluation of quantitative evaluation, the combination of individual comprehensive evaluation combined with annual team comprehensive evaluation system, the appointment process evaluation, the comprehensive evaluation of the combination of termination of employment after continue to use a combination of evaluation work of the four principles. Fourth, in the concrete implementation process, the diversification of evaluation criteria, evaluation content, and evaluation methods should be emphasized to provide development support for teachers at different stages of academic career development. Fifthly, diversified and independent academic evaluation institutions should be established to ensure the independence of academic evaluation, so as to realize scientific and fair evaluation


#### 4.2.4. Innovate the Incentive Mechanism for University Teachers Based on the Characteristics of Academic Profession

The design of incentive mechanism is one of the three important practice contents in the practice of performance management of college teachers in China. University researchers should be able to innovate various incentive mechanisms for university teachers’ work according to some intrinsic spiritual motivation characteristics of teachers’ academic career pursuit, so as to promote the innovation and promotion of high-level academic ethics of Chinese university teachers’ work and healthy professional development of university teachers.(1)
It is necessary to strengthen the internal cultural motivation of cultivating academic professional culture and create a long-term incentive mechanism that condenses the wisdom of academic groups. As another special academic profession, competition, reputation, and group honor also constitute an important internal and external incentive mechanism of academic professional behavior. According to the analysis of the working group investigating the internal distribution of income in colleges and universities, the first consideration should be given not to merit pay and salary and welfare benefits, but to the characteristics of the work and the local academic atmosphere. The innovation of the research university teachers’ incentive mechanism research should be more based on the research of the internal incentive characteristics of professional managers’ behavior itself, adhering to the internal material incentive to give priority to with the internal mental factors incentive pay equal attention to; the combination of both material and spiritual principles to incentive is given priority to insist on the principle of school internal factor incentive combined with external factor incentives in colleges and universities. Based on the principle of the combination of internal factors and external factors, this paper insists on the combination of school positive incentive methods and internal negative incentive methods and gives priority to external positive incentive methods, so as to guide and stimulate young teachers’ subjective enthusiasm and independent creativity in innovation to the maximum extent and promote high-level academic innovation. The group honor incentive system can be used to guide the standardized, healthy, and benign development of relevant academic organizations, promote the overall common technical progress of Chinese university teachers’ profession, and effectively improve the incentive effect of academic career. It effectively overcomes certain limitations of academic organizations and their own conditions for young teachers’ academic thinking innovation research and knowledge creation talent cultivation, enhances the overall cohesion among young college teachers, and strengthens the role of disciplinary synergy radiation effect within the academic professional group; also due to the introduction of perfecting the system of competitive merit selection mechanism and quality supervision and inspection mechanism, it effectively makes up for the principal in a great extent in the sense of the quality of teaching after the end of the term of office assessment results of a certain lack. By implementing the employment system and arrangements such as the total number of quotas, it can effectively promote the overall fairness of the internal selection or appointment mechanism of researchers in the short term, promote the orderly competition of talents among the internal organizations of the university, and encourage the orderly mutual cross-collaboration of human resources among the teams of teachers in each university. Therefore, management methods such as combining individual academic award programs with collective honor award programs inside and outside the university should be considered in order to gradually adapt to the needs of work characteristics and talent demand development trends in the academic career activities of university teachers in the coming years(2)
Pay attention to the creation of the cultural atmosphere of colleges and universities with the spirit of academic service supremacy and the academic humanistic power to promote the innovation of academic career. As a national academic organization, the university research association has relatively strong and unique university cultural characteristics. The cultural characteristics of the way teachers work in colleges and universities are also mainly reflected in their academic dimension. Therefore, strengthening the academic cultural literacy of teachers and creating a good upward social academic cultural atmosphere system in colleges and universities and an innovative environment for the development of humanistic scientific research in schools can be more effective and motivating for our college teachers. Firstly, we should actively discard some old academic culture systems that are not conducive to the development and improvement of young teachers’ academic career ability. We should discard the traditional incentive mechanism of our teachers’ traditional concept and culture that “seniorization of government and academia” can independently nurture college teachers and establish a scientific incentive mechanism that is really suitable for the actual needs of academic professional development of college teachers and matches the needs of self-sustainable development, correctly and reasonably. The reform of the negative academic moral incentive tendency based on the existing academic value standard of antimonetarism, materialism, and academic utilitarianism enriches the theoretical content and application of academic social incentive theory; the reform of the administrative system effectively controls and eliminates the tendency of academic moral “relationship” and abuse of academic status power and other “rent-seeking” phenomena. The reform has effectively controlled the elimination of academic ethics “relationship” tendency and abuse of academic status and power and other “rent-seeking” phenomena to ensure the fairness of academic ethics in society. Secondly, we should make efforts to establish and develop a set of academic culture that is conducive to the comprehensive personal development of students and the pursuit of self-sustainable development of college teachers and fully play the role of research results in guiding and inspiring the front-line college teachers, for example, to create an academic culture environment similar to “open, fair, democratic and innovative”, to establish a long-term incentive mechanism for teaching and research that encourages teachers’ innovation and obsession with innovative academic ideas, to carry out new forms of academic culture activities such as “academic salon” essay writing, to enrich the daily academic life of university teachers and students in China, and to provide a more favorable environment for young teachers’ professional growth and personal development. We also respect the general regularity of the growth of individual academic quality and pay attention to the individual differences in the development of academic talents and encourage the heterogeneous and diversified innovative development of our academic talents group


#### 4.2.5. Create a System for the Development of University Teachers and Promote Academic Career Development

The teacher continuous development evaluation system is also one of the two main core content items of the teacher-training management application system research. The reform of the system of continuous development of teachers in colleges and universities should be aimed at effectively promoting the comprehensive development of contemporary college teachers’ academic careers into success and their personal self-development ability as an important goal.(1)
To gradually form a flexible and diverse effective higher education professional literacy development planning system and promote the development of Chinese teachers’ professional quality toward legalization. The basic composition system of higher education teachers’ talents is extremely complex and large, and the development status of each type of individual university teachers’ main professional fields is significantly different in degree. Therefore, each university in different teaching type backgrounds should also have a system of policies for the development of high-level teacher professionalism of different degrees. For example, an open, flexible, diverse, and efficient mentor training mentor system, a flexible and diversified system of university-enterprise cooperative talent development programs, academic norms, a system of lifelong education development planning, and the construction of an academic sabbatical system should be established. At the same time, according to the actual characteristics of various types of college teachers in different historical academic career stages of development, we provide free professional training, further training, academic experience exchange seminars, and other training opportunities for college teachers at all levels with corresponding levels to meet the development orientation and actual academic position development planning needs of each college teacher’s own education profession. The process of legalization of the development of higher education teachers’ positions is an important legal sign of the results of the construction of the professional path of higher education teachers. The main guidelines that should be followed through administrative legislation for ensuring the in-depth implementation of the strategy of professional development of highly qualified teachers are the relevant mandatory legal norms and government normative laws. At present, China has repeatedly formulated other relevant management policies, institutional designs, and reform measures to guarantee the healthy development of university teachers, but most of them have not been able to rise to the overall height of the administrative legal system, and in the process of implementing the laws, they often fail to fully play the role of guarantee that they should play due to certain practical reasons. Therefore, it is necessary to further develop a more specific and effective system of relevant legal provisions or to add some relevant institutional provisions to the existing relevant legal norms as soon as possible, so as to truly ensure the further smooth implementation of the construction of the system of guaranteeing the professional development of teachers in China(2)
Accelerate the construction of a new framework system for institutional development of teachers under the core goal of promoting the development of academic talents’ professional specialties. Teachers in higher education are to engage in a variety of academic careers, and their educational careers and their development should undergo a relatively lifelong and continuous evolutionary process. Only by being more grounded in the scientific and intrinsic value of the laws of the academic profession can the institutional system of higher education teachers ensure the development of a virtuous professional system that is truly conducive to promoting the growth of highly qualified teachers and realizing the value of contemporary teachers’ subjects. For example, the design and establishment of the institutional framework should give full consideration to the maximum possible effective protection of the legitimate academic professional freedom of all university teachers themselves and truly promote the development and progress of China’s university teachers as a whole; therefore, the top-level design construction and final implementation process of the relevant institutional framework should effectively follow the mainstream value orientation of the academic professional rights of university teachers. The basic establishment of this professional qualification system framework should also further improve the basic professional competence quality and undergraduate teaching and research ability of the university teachers group in our city. In conclusion, the policy system of university teachers’ management development should also take the promotion of academic career development’s and professional education development reform as an important goal to help young teachers better realize academic self-actualization. In the context of internationalization, popularization, and marketization of higher education, the administrative management of university teachers is facing many serious problems and challenges in the new situation, which naturally requires us to strengthen the forward-looking research on the innovation and development of reform mechanisms and related systems for the management and development of teachers. The editor of this paper also makes a preliminary systematic discussion on the policy innovation ideas on the evaluation system of teacher administration under the new situation from the perspective of the practicality of education academic professional talent training, in order to help improve the adaptability of the current policy formulation of teacher administration assessment in colleges and universities. The reform of higher education teachers’ administration and its institutional structure will be a long-term task for higher education, which requires further exploration by colleges and universities to gradually accelerate the establishment of a modernized higher education teachers’ management system with distinctive Chinese working characteristics according to the current national requirements and in line with the trend of the times, in order to promote the overall health and long-term sustainable and healthy development of China’s general higher education


## 4.1. Research Results

In this study, based on collecting data from multiple departments such as the Ministry of Education and the National Bureau of Statistics and finding relevant statistical yearbooks as reference, the results of this study were obtained by using Oracle and SQL Server to dynamically process relevant data and analyze changes in some data for up to 20 years and 6 years, respectively.As shown in Figure5, in the 20 years from 2000 to 2020, the ratio of male to female teachers and the ratio of master to doctor in China’s colleges and universities showed a decreasing trend year by year, although the teachers with undergraduate degree and below were not considered, but it is enough to show the trend that the ratio of male to female teachers in China’s colleges and universities is gradually balanced and the teachers’ education is gradually improved, which further shows that the comprehensive quality of teachers is continuously improved.Figure 5
Changes of gender ratio and master’s degree ratio of teachers in colleges and universities in China.As shown in Figure6, in the 20 years from 2000 to 2020, foreign teachers and minority teachers in China show a trend of increasing year by year. It not only shows that the increasing level of development in China attracts more foreign teachers and other high-level talents but also shows the determination of poverty alleviation identified in China and the practical implementation of minority development policies. More importantly, exchanges with foreign scholars are more common and the academic atmosphere is more open; ethnic minority scholars also enrich the fields and perspectives of academic research.Figure 6
Changes in the proportion of foreign and minority teachers.As shown in Figure7, the total proportion of all types of teachers in one institution in China is high. Other research institutions have the lowest proportion of all types of teachers. Whether it is a bachelor’s degree or independent colleges, senior high schools, or other research institutions, the structure of teachers’ titles shows a relatively normal distribution structure with a middle and low on both sides [20]. The distribution of teachers at all levels in China is more balanced. In addition, the structure of teachers in China shows a distribution of the highest percentage of undergraduate and the second highest percentage of senior high school, followed by independent colleges and fewer other research institutions. It basically adapts to the rapid growth of China’s development.Figure 7
Structure of teachers’ titles in general higher education institutions (agencies) in China.As shown in Figure8, the comprehensive evaluation index of teachers in China’s higher education institutions shows a trend of increasing year by year. Comprehensive evaluation index ofteachers=acomprehensive index of teaching quality andquantity+bcomprehensive evaluation index ofstudents+ccomprehensive index of quality and quantity of publishedpapers+dcomprehensive coefficient of teachers’ professionalethics+epeer evaluation index (a+b+c+d+e=1). It can be seen that the comprehensive quality of teachers in China has been improving, the system of education and scientific research in China’s colleges and universities has been improving, and the ecological management system of colleges and universities has been improving.Figure 8
Changes in the comprehensive teacher evaluation index.


## 4.2. Suggestions for Innovative Applications of Teacher Education and Management Systems

### 4.2.1. Raising Academic Standards and Establishing a Career Entry Qualification System

Teachers in higher education continue to engage in the academic profession of teaching first of all requires that students have undergone long-term solid training in theoretical knowledge and technical professional quality of this academic discipline and have a fairly certain high level of theoretical academic quality foundation and potential academic research development growth potential. Therefore, an improved system of access and qualifications for the education profession should be established to fully ensure the comprehensive overall quality of our teaching population.(1)
Improve the qualification standards for practitioners in accordance with the law and strengthen the qualification legislation for access to the education profession. The revision of the professional qualification standards for teachers in colleges and universities should focus on clarifying their corresponding academic conditions and professional ethical and moral conduct requirements, highlighting in the assessment that they have the basis of disciplinary professional competence and the ability to teach and research in their disciplines, improving the accreditation standards for the admission of relevant academic professionals, and ensuring the overall quality of knowledge of the general group of teachers in colleges and universities. At the same time, three different levels of professional qualification standards have been formulated and promulgated according to the needs of different historical regions, different academic types of colleges and universities, and different levels of ability development of students trained by teachers of different national academic career ladders in China. The construction of the higher education teacher qualification system is an important strategic component of the work to establish a national professional qualification system with national legal norms, and the implementation of the school teacher qualification system certification is an important part of the work to implement the principle of unified state management of education in accordance with the law. The deficiencies of the current legislative system of access and qualification system for the professional development of teachers in higher education, etc., developed and further improved should be amended in a timely manner, and the independent legal status of the academic professional qualification system of higher education itself should be guaranteed through national legislative means(2)
Study and establish a multilevel, time-sensitive, and highly operable assessment standard system of relevant professional qualification levels and establish provincial professional qualification identification and implementation certification agencies. Based on the actual need situation of meeting the needs of individual lifelong development of academic career and the value concept of pursuing comprehensive lifelong development education of academic career, a set of academic professional qualification and certification career standard system with multilevel and time-effectiveness is established. Therefore, it is recommended to gradually establish academic career and certification professional standards covering several minimum levels above the college teaching career and use these minimum levels as the core qualification standards for evaluating academic career talents. At the same time, a system of regular and certified assessment and evaluation of teaching qualifications at all levels should be established, and examinations should be set for students at each level according to the level of teaching qualifications valid once (e.g., every five years). In the study validity period, you must pass the corresponding course examination of the corresponding next level of education qualification training and certification level standard by obtaining a certificate of experience and study results of teaching continuing learning education and training of a certain scale and passing the corresponding course examination of the corresponding next level of education qualification training and certification level as required, in order to successfully obtain the education continuing training teaching practice qualification. In this way, the level of development between the dual standards of qualification and certification can be interpenetrated and integrated to guide teachers and the community to encourage in-service teachers to carry out continuing in-service learning, to indicate the right direction for the in-service professional and technical development and upgrading of China’s teachers, in an effort to effectively ensure the improvement of the overall quality of teachers nationwide. The establishment of institutions for the implementation of various types of professional qualification systems accreditation is a crucial legal guarantee for the effective and smooth implementation of the qualification system for teachers in higher education. For example, establish a number of professional organizations for the organization and implementation of professional qualifications within university education and a number of specialized organizations for the accreditation and implementation of external professional qualifications for university teachers—that is, several specialized accreditation committee units or accreditation bodies can be established within university teachers to jointly implement the work related to the accreditation of the university teaching qualification system, through the establishment of the development of perfect standards, fair, transparent, feasible, and fair procedures of the school teaching qualification examination and certification system to ensure the effective and smooth implementation of the whole process of work related to the certification of the university teaching qualification system; supervisory and inspection agencies of the primary and secondary school teacher qualification training and certification work should be set up, respectively, within the universities to ensure the scientific fairness, objectivity, and scientific justice of the relevant qualification examination and certification results


### 4.2.2. Follow Academic Freedom and Equality and Improve Teacher Appointment System

Teacher appointment system management is one of the several major administrative links stipulated in the formulation of the basic system of teacher recruitment management in colleges and universities. Researchers in colleges and universities should adhere to the basic characteristics of the academic career ability of college teachers, adhere to the employment principles of following academic evaluation and free flow and peaceful flow, etc., and optimize and improve the work system of appointing college teachers to positions.(1)
Establish a system of career “admission period” and improve the job management system. Academic career is a special profession with its own special requirements. The construction of teachers in colleges and universities is a process of “selection” and “optimization,” and a reasonable “admission period” should be set. For example, “fixed-term” appointments and “open-ended” appointments should be used as the institutional design. The setting of “entry period” of university teachers should pay attention to the following points: first, to establish a reasonable “entry period”; second, to provide professional development and equal competition opportunities for the “entry” group; third, to implement peer academic review and “developmental evaluation” in the “admission” stage; and fourth, to have corresponding regulations for the “appointment period” to protect the legitimate rights and interests of university teachers. The purpose of post management is to optimize the structure of university teachers, promote reasonable flow of academic career, and promote academic prosperity and development. According to the overall planning of the university and disciplines, the strategy of classifying posts and management is appropriately implemented so that teachers’ duties are clear, each has its own role, and academic performance is maximized and most effective. By establishing a number of mobile professional staff centers and academic mobile research positions at the university, we can actively promote the social freedom and mobility of various academic professional groups, strengthen exchanges between Chinese and foreign academic workers, improve the academic level of society, and maintain the overall academic vitality of the university(2)
The system of appointing university teachers in flexible, effective, and diversified forms is standardized and perfected. Firstly, the flexible and efficient and diverse types of appointment system for teachers’ posts and employment positions are established for various types of colleges and universities of different professional types of schools in China. In the overall design work of the appointment system, three different levels of assessment and evaluation standards and two types of appointment should be used at the same time. In order to fully promote the development of diversified academic heterogeneous research and professional diversified research of teachers’ work in higher education institutions and to promote the diversified characteristic academic development of various types of university research, various types of academic career ladders responding to the characteristics of diversified development of teachers’ career in China should be created by adopting some different flexible cooperation methods. Secondly, an effective labor contract system that effectively guarantees the equal development of academic interests of faculty members should be established to improve academic productivity. According to some characteristics that exist in the academic career characteristics of higher education itself, the signing of employment staff contracts by university teachers should also take two forms of signing collective contract statutes and labor contract, respectively, to clarify the division of rights and obligations of each school staff and the various rights of the individual teachers employed, to gradually promote the realization of real equality of status between the rights and obligations of the two cooperating parties, and to ensure the signing of labor dispatch contracts. In addition, the dismissal mechanism for teachers will be made clear. In addition, the effective optimization of teachers’ departure and dismissal mechanism is also an important basic guarantee to promote the standardized and effective implementation of university teachers’ title appointment and evaluation system, such as improving the appointment declaration system for new teachers, improving the evaluation mechanism for new teachers, broadening the channels for teachers’ departure, and strengthening the guidance of public opinion


### 4.2.3. Adhere to the Principle of Academic Fairness and Optimize the Teacher Assessment and Evaluation System

The evaluation system of teachers in higher education should take the promotion of teachers’ academic career development and teachers’ self-realization as the ultimate goal of evaluation. Therefore, in order to promote the development of teachers and academic career, it is necessary to adhere to the principles of academic fairness and freedom to optimize the evaluation system of teachers in colleges and universities.(1)
Scientifically establish the evaluation system of educational assessment to promote the overall development of their academic careers. Teachers in colleges and universities must engage in academic work of higher education mainly according to the law, and the principle of academic evaluation freedom is its fundamental internal operation logic. The scientific establishment of the evaluation system standards of teachers’ titles must all take into account the specific characteristics of academic career personnel training in colleges and universities and follow the evaluation principle of free and standardized educational academic work. On the one hand, it creates a scientific, harmonious, and fair environment atmosphere for academic education evaluation of university teachers and reflects social humanistic care. The system construction of teachers’ title evaluation should pay attention to respecting the overall regular process of academic level growth and change of the teaching team and individual differences of the teaching team, respecting the historical professional achievement experience formed by contemporary college teachers themselves as high-quality intellectuals, scholar talents, and lifelong educators, and paying attention to the historical natural life, academic life value, and personal spiritual life of teacher titles. On the other hand, we should gradually change the traditional evaluation index concept and adopt the comprehensive developmental evaluation index system method. It should be highly appraised and recognized the value of teachers’ academic achievements and their creation, boldly advocated and encouraged the innovative practice and academic creation of teachers’ academic achievements in colleges and universities, and paid attention to the development and progress of teachers’ academic potential and education in the future. But at the same time, attention should be paid to the policy principles and relative flexibility of talent evaluation work. To enable high-level creative talents to develop fully and freely, and to truly and effectively implement the “teacher-centered” philosophy. Establish an evaluation and assessment system of university professors’ professional titles with the evaluation of professors’ academic and professional reputation as the leading index. The lofty academic reputation of scholars themselves should be based on the general cultural recognition of the whole academic circle. The objective recognition of others’ academic achievement level and innovation degree of others’ academic value is the general value and affirmation of scholars’ achievements of their academic professionals. Therefore, it is necessary to give full and effective play to the overall role of members of the social academic community and adhere to the principle of “academic leadership, professors conduct academic research”. For example, gradually and comprehensively establish the evaluation expert reputation assessment constraint evaluation mechanism, and strengthen the standardization construction of China’s evaluation and consulting expert reputation system, etc. The relative transparency of the evaluation decision-making process is increased to ensure the rationality of the professors and experts’ support to the evaluation suggestions; and set up sound cooperation mechanism with external experts cross deliberations, to improve and enrich the relevant academic standard policy and implement the professor anonymous public evaluation at regular intervals, interest withdrawal system, expert system, rotation bearer public voting system, etc., and effectively guarantee the public evaluation activities of science professor impartiality(2)
Actively establish a multidisciplinary academic position evaluation standard system for high-level teachers. The main work of university teachers mainly involves teaching, scientific research, public welfare service, and other important academic affairs. The results of academic ability evaluation are two important objective indexes used to measure the effect of professional construction and improvement of teaching and scientific research development of a college faculty. Therefore, it is particularly necessary to establish a more diversified and scientific evaluation system of high-level academic level, respect the individual differences of knowledge of the majority of college teachers, and fully evaluate the reasonable individual demand level that satisfies the development of each high-quality teacher. The first point is to require a reasonable and systematic professional classification of teachers and students in colleges and universities, to formulate and introduce the standards of subject evaluation of corresponding disciplines, and to develop a scientific subject evaluation system. Secondly, it features a comprehensive evaluation in all aspects and from multiple perspectives. This includes faculty self-evaluation, student evaluation, evaluation by peers and other academic groups, etc., and results in a final evaluation. Finally, the scientific fairness and accuracy of the evaluation information are ensured through the feedback results of the professional information from the students’ multiple perspectives. Third, in the selection of evaluation using the also need to adhere to in the process of implementation of qualitative assessment and evaluation of quantitative evaluation, the combination of individual comprehensive evaluation combined with annual team comprehensive evaluation system, the appointment process evaluation, the comprehensive evaluation of the combination of termination of employment after continue to use a combination of evaluation work of the four principles. Fourth, in the concrete implementation process, the diversification of evaluation criteria, evaluation content, and evaluation methods should be emphasized to provide development support for teachers at different stages of academic career development. Fifthly, diversified and independent academic evaluation institutions should be established to ensure the independence of academic evaluation, so as to realize scientific and fair evaluation


### 4.2.4. Innovate the Incentive Mechanism for University Teachers Based on the Characteristics of Academic Profession

The design of incentive mechanism is one of the three important practice contents in the practice of performance management of college teachers in China. University researchers should be able to innovate various incentive mechanisms for university teachers’ work according to some intrinsic spiritual motivation characteristics of teachers’ academic career pursuit, so as to promote the innovation and promotion of high-level academic ethics of Chinese university teachers’ work and healthy professional development of university teachers.(1)
It is necessary to strengthen the internal cultural motivation of cultivating academic professional culture and create a long-term incentive mechanism that condenses the wisdom of academic groups. As another special academic profession, competition, reputation, and group honor also constitute an important internal and external incentive mechanism of academic professional behavior. According to the analysis of the working group investigating the internal distribution of income in colleges and universities, the first consideration should be given not to merit pay and salary and welfare benefits, but to the characteristics of the work and the local academic atmosphere. The innovation of the research university teachers’ incentive mechanism research should be more based on the research of the internal incentive characteristics of professional managers’ behavior itself, adhering to the internal material incentive to give priority to with the internal mental factors incentive pay equal attention to; the combination of both material and spiritual principles to incentive is given priority to insist on the principle of school internal factor incentive combined with external factor incentives in colleges and universities. Based on the principle of the combination of internal factors and external factors, this paper insists on the combination of school positive incentive methods and internal negative incentive methods and gives priority to external positive incentive methods, so as to guide and stimulate young teachers’ subjective enthusiasm and independent creativity in innovation to the maximum extent and promote high-level academic innovation. The group honor incentive system can be used to guide the standardized, healthy, and benign development of relevant academic organizations, promote the overall common technical progress of Chinese university teachers’ profession, and effectively improve the incentive effect of academic career. It effectively overcomes certain limitations of academic organizations and their own conditions for young teachers’ academic thinking innovation research and knowledge creation talent cultivation, enhances the overall cohesion among young college teachers, and strengthens the role of disciplinary synergy radiation effect within the academic professional group; also due to the introduction of perfecting the system of competitive merit selection mechanism and quality supervision and inspection mechanism, it effectively makes up for the principal in a great extent in the sense of the quality of teaching after the end of the term of office assessment results of a certain lack. By implementing the employment system and arrangements such as the total number of quotas, it can effectively promote the overall fairness of the internal selection or appointment mechanism of researchers in the short term, promote the orderly competition of talents among the internal organizations of the university, and encourage the orderly mutual cross-collaboration of human resources among the teams of teachers in each university. Therefore, management methods such as combining individual academic award programs with collective honor award programs inside and outside the university should be considered in order to gradually adapt to the needs of work characteristics and talent demand development trends in the academic career activities of university teachers in the coming years(2)
Pay attention to the creation of the cultural atmosphere of colleges and universities with the spirit of academic service supremacy and the academic humanistic power to promote the innovation of academic career. As a national academic organization, the university research association has relatively strong and unique university cultural characteristics. The cultural characteristics of the way teachers work in colleges and universities are also mainly reflected in their academic dimension. Therefore, strengthening the academic cultural literacy of teachers and creating a good upward social academic cultural atmosphere system in colleges and universities and an innovative environment for the development of humanistic scientific research in schools can be more effective and motivating for our college teachers. Firstly, we should actively discard some old academic culture systems that are not conducive to the development and improvement of young teachers’ academic career ability. We should discard the traditional incentive mechanism of our teachers’ traditional concept and culture that “seniorization of government and academia” can independently nurture college teachers and establish a scientific incentive mechanism that is really suitable for the actual needs of academic professional development of college teachers and matches the needs of self-sustainable development, correctly and reasonably. The reform of the negative academic moral incentive tendency based on the existing academic value standard of antimonetarism, materialism, and academic utilitarianism enriches the theoretical content and application of academic social incentive theory; the reform of the administrative system effectively controls and eliminates the tendency of academic moral “relationship” and abuse of academic status power and other “rent-seeking” phenomena. The reform has effectively controlled the elimination of academic ethics “relationship” tendency and abuse of academic status and power and other “rent-seeking” phenomena to ensure the fairness of academic ethics in society. Secondly, we should make efforts to establish and develop a set of academic culture that is conducive to the comprehensive personal development of students and the pursuit of self-sustainable development of college teachers and fully play the role of research results in guiding and inspiring the front-line college teachers, for example, to create an academic culture environment similar to “open, fair, democratic and innovative”, to establish a long-term incentive mechanism for teaching and research that encourages teachers’ innovation and obsession with innovative academic ideas, to carry out new forms of academic culture activities such as “academic salon” essay writing, to enrich the daily academic life of university teachers and students in China, and to provide a more favorable environment for young teachers’ professional growth and personal development. We also respect the general regularity of the growth of individual academic quality and pay attention to the individual differences in the development of academic talents and encourage the heterogeneous and diversified innovative development of our academic talents group


### 4.2.5. Create a System for the Development of University Teachers and Promote Academic Career Development

The teacher continuous development evaluation system is also one of the two main core content items of the teacher-training management application system research. The reform of the system of continuous development of teachers in colleges and universities should be aimed at effectively promoting the comprehensive development of contemporary college teachers’ academic careers into success and their personal self-development ability as an important goal.(1)
To gradually form a flexible and diverse effective higher education professional literacy development planning system and promote the development of Chinese teachers’ professional quality toward legalization. The basic composition system of higher education teachers’ talents is extremely complex and large, and the development status of each type of individual university teachers’ main professional fields is significantly different in degree. Therefore, each university in different teaching type backgrounds should also have a system of policies for the development of high-level teacher professionalism of different degrees. For example, an open, flexible, diverse, and efficient mentor training mentor system, a flexible and diversified system of university-enterprise cooperative talent development programs, academic norms, a system of lifelong education development planning, and the construction of an academic sabbatical system should be established. At the same time, according to the actual characteristics of various types of college teachers in different historical academic career stages of development, we provide free professional training, further training, academic experience exchange seminars, and other training opportunities for college teachers at all levels with corresponding levels to meet the development orientation and actual academic position development planning needs of each college teacher’s own education profession. The process of legalization of the development of higher education teachers’ positions is an important legal sign of the results of the construction of the professional path of higher education teachers. The main guidelines that should be followed through administrative legislation for ensuring the in-depth implementation of the strategy of professional development of highly qualified teachers are the relevant mandatory legal norms and government normative laws. At present, China has repeatedly formulated other relevant management policies, institutional designs, and reform measures to guarantee the healthy development of university teachers, but most of them have not been able to rise to the overall height of the administrative legal system, and in the process of implementing the laws, they often fail to fully play the role of guarantee that they should play due to certain practical reasons. Therefore, it is necessary to further develop a more specific and effective system of relevant legal provisions or to add some relevant institutional provisions to the existing relevant legal norms as soon as possible, so as to truly ensure the further smooth implementation of the construction of the system of guaranteeing the professional development of teachers in China(2)
Accelerate the construction of a new framework system for institutional development of teachers under the core goal of promoting the development of academic talents’ professional specialties. Teachers in higher education are to engage in a variety of academic careers, and their educational careers and their development should undergo a relatively lifelong and continuous evolutionary process. Only by being more grounded in the scientific and intrinsic value of the laws of the academic profession can the institutional system of higher education teachers ensure the development of a virtuous professional system that is truly conducive to promoting the growth of highly qualified teachers and realizing the value of contemporary teachers’ subjects. For example, the design and establishment of the institutional framework should give full consideration to the maximum possible effective protection of the legitimate academic professional freedom of all university teachers themselves and truly promote the development and progress of China’s university teachers as a whole; therefore, the top-level design construction and final implementation process of the relevant institutional framework should effectively follow the mainstream value orientation of the academic professional rights of university teachers. The basic establishment of this professional qualification system framework should also further improve the basic professional competence quality and undergraduate teaching and research ability of the university teachers group in our city. In conclusion, the policy system of university teachers’ management development should also take the promotion of academic career development’s and professional education development reform as an important goal to help young teachers better realize academic self-actualization. In the context of internationalization, popularization, and marketization of higher education, the administrative management of university teachers is facing many serious problems and challenges in the new situation, which naturally requires us to strengthen the forward-looking research on the innovation and development of reform mechanisms and related systems for the management and development of teachers. The editor of this paper also makes a preliminary systematic discussion on the policy innovation ideas on the evaluation system of teacher administration under the new situation from the perspective of the practicality of education academic professional talent training, in order to help improve the adaptability of the current policy formulation of teacher administration assessment in colleges and universities. The reform of higher education teachers’ administration and its institutional structure will be a long-term task for higher education, which requires further exploration by colleges and universities to gradually accelerate the establishment of a modernized higher education teachers’ management system with distinctive Chinese working characteristics according to the current national requirements and in line with the trend of the times, in order to promote the overall health and long-term sustainable and healthy development of China’s general higher education


## 4.2.1. Raising Academic Standards and Establishing a Career Entry Qualification System

Teachers in higher education continue to engage in the academic profession of teaching first of all requires that students have undergone long-term solid training in theoretical knowledge and technical professional quality of this academic discipline and have a fairly certain high level of theoretical academic quality foundation and potential academic research development growth potential. Therefore, an improved system of access and qualifications for the education profession should be established to fully ensure the comprehensive overall quality of our teaching population.(1)
Improve the qualification standards for practitioners in accordance with the law and strengthen the qualification legislation for access to the education profession. The revision of the professional qualification standards for teachers in colleges and universities should focus on clarifying their corresponding academic conditions and professional ethical and moral conduct requirements, highlighting in the assessment that they have the basis of disciplinary professional competence and the ability to teach and research in their disciplines, improving the accreditation standards for the admission of relevant academic professionals, and ensuring the overall quality of knowledge of the general group of teachers in colleges and universities. At the same time, three different levels of professional qualification standards have been formulated and promulgated according to the needs of different historical regions, different academic types of colleges and universities, and different levels of ability development of students trained by teachers of different national academic career ladders in China. The construction of the higher education teacher qualification system is an important strategic component of the work to establish a national professional qualification system with national legal norms, and the implementation of the school teacher qualification system certification is an important part of the work to implement the principle of unified state management of education in accordance with the law. The deficiencies of the current legislative system of access and qualification system for the professional development of teachers in higher education, etc., developed and further improved should be amended in a timely manner, and the independent legal status of the academic professional qualification system of higher education itself should be guaranteed through national legislative means(2)
Study and establish a multilevel, time-sensitive, and highly operable assessment standard system of relevant professional qualification levels and establish provincial professional qualification identification and implementation certification agencies. Based on the actual need situation of meeting the needs of individual lifelong development of academic career and the value concept of pursuing comprehensive lifelong development education of academic career, a set of academic professional qualification and certification career standard system with multilevel and time-effectiveness is established. Therefore, it is recommended to gradually establish academic career and certification professional standards covering several minimum levels above the college teaching career and use these minimum levels as the core qualification standards for evaluating academic career talents. At the same time, a system of regular and certified assessment and evaluation of teaching qualifications at all levels should be established, and examinations should be set for students at each level according to the level of teaching qualifications valid once (e.g., every five years). In the study validity period, you must pass the corresponding course examination of the corresponding next level of education qualification training and certification level standard by obtaining a certificate of experience and study results of teaching continuing learning education and training of a certain scale and passing the corresponding course examination of the corresponding next level of education qualification training and certification level as required, in order to successfully obtain the education continuing training teaching practice qualification. In this way, the level of development between the dual standards of qualification and certification can be interpenetrated and integrated to guide teachers and the community to encourage in-service teachers to carry out continuing in-service learning, to indicate the right direction for the in-service professional and technical development and upgrading of China’s teachers, in an effort to effectively ensure the improvement of the overall quality of teachers nationwide. The establishment of institutions for the implementation of various types of professional qualification systems accreditation is a crucial legal guarantee for the effective and smooth implementation of the qualification system for teachers in higher education. For example, establish a number of professional organizations for the organization and implementation of professional qualifications within university education and a number of specialized organizations for the accreditation and implementation of external professional qualifications for university teachers—that is, several specialized accreditation committee units or accreditation bodies can be established within university teachers to jointly implement the work related to the accreditation of the university teaching qualification system, through the establishment of the development of perfect standards, fair, transparent, feasible, and fair procedures of the school teaching qualification examination and certification system to ensure the effective and smooth implementation of the whole process of work related to the certification of the university teaching qualification system; supervisory and inspection agencies of the primary and secondary school teacher qualification training and certification work should be set up, respectively, within the universities to ensure the scientific fairness, objectivity, and scientific justice of the relevant qualification examination and certification results


## 4.2.2. Follow Academic Freedom and Equality and Improve Teacher Appointment System

Teacher appointment system management is one of the several major administrative links stipulated in the formulation of the basic system of teacher recruitment management in colleges and universities. Researchers in colleges and universities should adhere to the basic characteristics of the academic career ability of college teachers, adhere to the employment principles of following academic evaluation and free flow and peaceful flow, etc., and optimize and improve the work system of appointing college teachers to positions.(1)
Establish a system of career “admission period” and improve the job management system. Academic career is a special profession with its own special requirements. The construction of teachers in colleges and universities is a process of “selection” and “optimization,” and a reasonable “admission period” should be set. For example, “fixed-term” appointments and “open-ended” appointments should be used as the institutional design. The setting of “entry period” of university teachers should pay attention to the following points: first, to establish a reasonable “entry period”; second, to provide professional development and equal competition opportunities for the “entry” group; third, to implement peer academic review and “developmental evaluation” in the “admission” stage; and fourth, to have corresponding regulations for the “appointment period” to protect the legitimate rights and interests of university teachers. The purpose of post management is to optimize the structure of university teachers, promote reasonable flow of academic career, and promote academic prosperity and development. According to the overall planning of the university and disciplines, the strategy of classifying posts and management is appropriately implemented so that teachers’ duties are clear, each has its own role, and academic performance is maximized and most effective. By establishing a number of mobile professional staff centers and academic mobile research positions at the university, we can actively promote the social freedom and mobility of various academic professional groups, strengthen exchanges between Chinese and foreign academic workers, improve the academic level of society, and maintain the overall academic vitality of the university(2)
The system of appointing university teachers in flexible, effective, and diversified forms is standardized and perfected. Firstly, the flexible and efficient and diverse types of appointment system for teachers’ posts and employment positions are established for various types of colleges and universities of different professional types of schools in China. In the overall design work of the appointment system, three different levels of assessment and evaluation standards and two types of appointment should be used at the same time. In order to fully promote the development of diversified academic heterogeneous research and professional diversified research of teachers’ work in higher education institutions and to promote the diversified characteristic academic development of various types of university research, various types of academic career ladders responding to the characteristics of diversified development of teachers’ career in China should be created by adopting some different flexible cooperation methods. Secondly, an effective labor contract system that effectively guarantees the equal development of academic interests of faculty members should be established to improve academic productivity. According to some characteristics that exist in the academic career characteristics of higher education itself, the signing of employment staff contracts by university teachers should also take two forms of signing collective contract statutes and labor contract, respectively, to clarify the division of rights and obligations of each school staff and the various rights of the individual teachers employed, to gradually promote the realization of real equality of status between the rights and obligations of the two cooperating parties, and to ensure the signing of labor dispatch contracts. In addition, the dismissal mechanism for teachers will be made clear. In addition, the effective optimization of teachers’ departure and dismissal mechanism is also an important basic guarantee to promote the standardized and effective implementation of university teachers’ title appointment and evaluation system, such as improving the appointment declaration system for new teachers, improving the evaluation mechanism for new teachers, broadening the channels for teachers’ departure, and strengthening the guidance of public opinion


## 4.2.3. Adhere to the Principle of Academic Fairness and Optimize the Teacher Assessment and Evaluation System

The evaluation system of teachers in higher education should take the promotion of teachers’ academic career development and teachers’ self-realization as the ultimate goal of evaluation. Therefore, in order to promote the development of teachers and academic career, it is necessary to adhere to the principles of academic fairness and freedom to optimize the evaluation system of teachers in colleges and universities.(1)
Scientifically establish the evaluation system of educational assessment to promote the overall development of their academic careers. Teachers in colleges and universities must engage in academic work of higher education mainly according to the law, and the principle of academic evaluation freedom is its fundamental internal operation logic. The scientific establishment of the evaluation system standards of teachers’ titles must all take into account the specific characteristics of academic career personnel training in colleges and universities and follow the evaluation principle of free and standardized educational academic work. On the one hand, it creates a scientific, harmonious, and fair environment atmosphere for academic education evaluation of university teachers and reflects social humanistic care. The system construction of teachers’ title evaluation should pay attention to respecting the overall regular process of academic level growth and change of the teaching team and individual differences of the teaching team, respecting the historical professional achievement experience formed by contemporary college teachers themselves as high-quality intellectuals, scholar talents, and lifelong educators, and paying attention to the historical natural life, academic life value, and personal spiritual life of teacher titles. On the other hand, we should gradually change the traditional evaluation index concept and adopt the comprehensive developmental evaluation index system method. It should be highly appraised and recognized the value of teachers’ academic achievements and their creation, boldly advocated and encouraged the innovative practice and academic creation of teachers’ academic achievements in colleges and universities, and paid attention to the development and progress of teachers’ academic potential and education in the future. But at the same time, attention should be paid to the policy principles and relative flexibility of talent evaluation work. To enable high-level creative talents to develop fully and freely, and to truly and effectively implement the “teacher-centered” philosophy. Establish an evaluation and assessment system of university professors’ professional titles with the evaluation of professors’ academic and professional reputation as the leading index. The lofty academic reputation of scholars themselves should be based on the general cultural recognition of the whole academic circle. The objective recognition of others’ academic achievement level and innovation degree of others’ academic value is the general value and affirmation of scholars’ achievements of their academic professionals. Therefore, it is necessary to give full and effective play to the overall role of members of the social academic community and adhere to the principle of “academic leadership, professors conduct academic research”. For example, gradually and comprehensively establish the evaluation expert reputation assessment constraint evaluation mechanism, and strengthen the standardization construction of China’s evaluation and consulting expert reputation system, etc. The relative transparency of the evaluation decision-making process is increased to ensure the rationality of the professors and experts’ support to the evaluation suggestions; and set up sound cooperation mechanism with external experts cross deliberations, to improve and enrich the relevant academic standard policy and implement the professor anonymous public evaluation at regular intervals, interest withdrawal system, expert system, rotation bearer public voting system, etc., and effectively guarantee the public evaluation activities of science professor impartiality(2)
Actively establish a multidisciplinary academic position evaluation standard system for high-level teachers. The main work of university teachers mainly involves teaching, scientific research, public welfare service, and other important academic affairs. The results of academic ability evaluation are two important objective indexes used to measure the effect of professional construction and improvement of teaching and scientific research development of a college faculty. Therefore, it is particularly necessary to establish a more diversified and scientific evaluation system of high-level academic level, respect the individual differences of knowledge of the majority of college teachers, and fully evaluate the reasonable individual demand level that satisfies the development of each high-quality teacher. The first point is to require a reasonable and systematic professional classification of teachers and students in colleges and universities, to formulate and introduce the standards of subject evaluation of corresponding disciplines, and to develop a scientific subject evaluation system. Secondly, it features a comprehensive evaluation in all aspects and from multiple perspectives. This includes faculty self-evaluation, student evaluation, evaluation by peers and other academic groups, etc., and results in a final evaluation. Finally, the scientific fairness and accuracy of the evaluation information are ensured through the feedback results of the professional information from the students’ multiple perspectives. Third, in the selection of evaluation using the also need to adhere to in the process of implementation of qualitative assessment and evaluation of quantitative evaluation, the combination of individual comprehensive evaluation combined with annual team comprehensive evaluation system, the appointment process evaluation, the comprehensive evaluation of the combination of termination of employment after continue to use a combination of evaluation work of the four principles. Fourth, in the concrete implementation process, the diversification of evaluation criteria, evaluation content, and evaluation methods should be emphasized to provide development support for teachers at different stages of academic career development. Fifthly, diversified and independent academic evaluation institutions should be established to ensure the independence of academic evaluation, so as to realize scientific and fair evaluation


## 4.2.4. Innovate the Incentive Mechanism for University Teachers Based on the Characteristics of Academic Profession

The design of incentive mechanism is one of the three important practice contents in the practice of performance management of college teachers in China. University researchers should be able to innovate various incentive mechanisms for university teachers’ work according to some intrinsic spiritual motivation characteristics of teachers’ academic career pursuit, so as to promote the innovation and promotion of high-level academic ethics of Chinese university teachers’ work and healthy professional development of university teachers.(1)
It is necessary to strengthen the internal cultural motivation of cultivating academic professional culture and create a long-term incentive mechanism that condenses the wisdom of academic groups. As another special academic profession, competition, reputation, and group honor also constitute an important internal and external incentive mechanism of academic professional behavior. According to the analysis of the working group investigating the internal distribution of income in colleges and universities, the first consideration should be given not to merit pay and salary and welfare benefits, but to the characteristics of the work and the local academic atmosphere. The innovation of the research university teachers’ incentive mechanism research should be more based on the research of the internal incentive characteristics of professional managers’ behavior itself, adhering to the internal material incentive to give priority to with the internal mental factors incentive pay equal attention to; the combination of both material and spiritual principles to incentive is given priority to insist on the principle of school internal factor incentive combined with external factor incentives in colleges and universities. Based on the principle of the combination of internal factors and external factors, this paper insists on the combination of school positive incentive methods and internal negative incentive methods and gives priority to external positive incentive methods, so as to guide and stimulate young teachers’ subjective enthusiasm and independent creativity in innovation to the maximum extent and promote high-level academic innovation. The group honor incentive system can be used to guide the standardized, healthy, and benign development of relevant academic organizations, promote the overall common technical progress of Chinese university teachers’ profession, and effectively improve the incentive effect of academic career. It effectively overcomes certain limitations of academic organizations and their own conditions for young teachers’ academic thinking innovation research and knowledge creation talent cultivation, enhances the overall cohesion among young college teachers, and strengthens the role of disciplinary synergy radiation effect within the academic professional group; also due to the introduction of perfecting the system of competitive merit selection mechanism and quality supervision and inspection mechanism, it effectively makes up for the principal in a great extent in the sense of the quality of teaching after the end of the term of office assessment results of a certain lack. By implementing the employment system and arrangements such as the total number of quotas, it can effectively promote the overall fairness of the internal selection or appointment mechanism of researchers in the short term, promote the orderly competition of talents among the internal organizations of the university, and encourage the orderly mutual cross-collaboration of human resources among the teams of teachers in each university. Therefore, management methods such as combining individual academic award programs with collective honor award programs inside and outside the university should be considered in order to gradually adapt to the needs of work characteristics and talent demand development trends in the academic career activities of university teachers in the coming years(2)
Pay attention to the creation of the cultural atmosphere of colleges and universities with the spirit of academic service supremacy and the academic humanistic power to promote the innovation of academic career. As a national academic organization, the university research association has relatively strong and unique university cultural characteristics. The cultural characteristics of the way teachers work in colleges and universities are also mainly reflected in their academic dimension. Therefore, strengthening the academic cultural literacy of teachers and creating a good upward social academic cultural atmosphere system in colleges and universities and an innovative environment for the development of humanistic scientific research in schools can be more effective and motivating for our college teachers. Firstly, we should actively discard some old academic culture systems that are not conducive to the development and improvement of young teachers’ academic career ability. We should discard the traditional incentive mechanism of our teachers’ traditional concept and culture that “seniorization of government and academia” can independently nurture college teachers and establish a scientific incentive mechanism that is really suitable for the actual needs of academic professional development of college teachers and matches the needs of self-sustainable development, correctly and reasonably. The reform of the negative academic moral incentive tendency based on the existing academic value standard of antimonetarism, materialism, and academic utilitarianism enriches the theoretical content and application of academic social incentive theory; the reform of the administrative system effectively controls and eliminates the tendency of academic moral “relationship” and abuse of academic status power and other “rent-seeking” phenomena. The reform has effectively controlled the elimination of academic ethics “relationship” tendency and abuse of academic status and power and other “rent-seeking” phenomena to ensure the fairness of academic ethics in society. Secondly, we should make efforts to establish and develop a set of academic culture that is conducive to the comprehensive personal development of students and the pursuit of self-sustainable development of college teachers and fully play the role of research results in guiding and inspiring the front-line college teachers, for example, to create an academic culture environment similar to “open, fair, democratic and innovative”, to establish a long-term incentive mechanism for teaching and research that encourages teachers’ innovation and obsession with innovative academic ideas, to carry out new forms of academic culture activities such as “academic salon” essay writing, to enrich the daily academic life of university teachers and students in China, and to provide a more favorable environment for young teachers’ professional growth and personal development. We also respect the general regularity of the growth of individual academic quality and pay attention to the individual differences in the development of academic talents and encourage the heterogeneous and diversified innovative development of our academic talents group


## 4.2.5. Create a System for the Development of University Teachers and Promote Academic Career Development

The teacher continuous development evaluation system is also one of the two main core content items of the teacher-training management application system research. The reform of the system of continuous development of teachers in colleges and universities should be aimed at effectively promoting the comprehensive development of contemporary college teachers’ academic careers into success and their personal self-development ability as an important goal.(1)
To gradually form a flexible and diverse effective higher education professional literacy development planning system and promote the development of Chinese teachers’ professional quality toward legalization. The basic composition system of higher education teachers’ talents is extremely complex and large, and the development status of each type of individual university teachers’ main professional fields is significantly different in degree. Therefore, each university in different teaching type backgrounds should also have a system of policies for the development of high-level teacher professionalism of different degrees. For example, an open, flexible, diverse, and efficient mentor training mentor system, a flexible and diversified system of university-enterprise cooperative talent development programs, academic norms, a system of lifelong education development planning, and the construction of an academic sabbatical system should be established. At the same time, according to the actual characteristics of various types of college teachers in different historical academic career stages of development, we provide free professional training, further training, academic experience exchange seminars, and other training opportunities for college teachers at all levels with corresponding levels to meet the development orientation and actual academic position development planning needs of each college teacher’s own education profession. The process of legalization of the development of higher education teachers’ positions is an important legal sign of the results of the construction of the professional path of higher education teachers. The main guidelines that should be followed through administrative legislation for ensuring the in-depth implementation of the strategy of professional development of highly qualified teachers are the relevant mandatory legal norms and government normative laws. At present, China has repeatedly formulated other relevant management policies, institutional designs, and reform measures to guarantee the healthy development of university teachers, but most of them have not been able to rise to the overall height of the administrative legal system, and in the process of implementing the laws, they often fail to fully play the role of guarantee that they should play due to certain practical reasons. Therefore, it is necessary to further develop a more specific and effective system of relevant legal provisions or to add some relevant institutional provisions to the existing relevant legal norms as soon as possible, so as to truly ensure the further smooth implementation of the construction of the system of guaranteeing the professional development of teachers in China(2)
Accelerate the construction of a new framework system for institutional development of teachers under the core goal of promoting the development of academic talents’ professional specialties. Teachers in higher education are to engage in a variety of academic careers, and their educational careers and their development should undergo a relatively lifelong and continuous evolutionary process. Only by being more grounded in the scientific and intrinsic value of the laws of the academic profession can the institutional system of higher education teachers ensure the development of a virtuous professional system that is truly conducive to promoting the growth of highly qualified teachers and realizing the value of contemporary teachers’ subjects. For example, the design and establishment of the institutional framework should give full consideration to the maximum possible effective protection of the legitimate academic professional freedom of all university teachers themselves and truly promote the development and progress of China’s university teachers as a whole; therefore, the top-level design construction and final implementation process of the relevant institutional framework should effectively follow the mainstream value orientation of the academic professional rights of university teachers. The basic establishment of this professional qualification system framework should also further improve the basic professional competence quality and undergraduate teaching and research ability of the university teachers group in our city. In conclusion, the policy system of university teachers’ management development should also take the promotion of academic career development’s and professional education development reform as an important goal to help young teachers better realize academic self-actualization. In the context of internationalization, popularization, and marketization of higher education, the administrative management of university teachers is facing many serious problems and challenges in the new situation, which naturally requires us to strengthen the forward-looking research on the innovation and development of reform mechanisms and related systems for the management and development of teachers. The editor of this paper also makes a preliminary systematic discussion on the policy innovation ideas on the evaluation system of teacher administration under the new situation from the perspective of the practicality of education academic professional talent training, in order to help improve the adaptability of the current policy formulation of teacher administration assessment in colleges and universities. The reform of higher education teachers’ administration and its institutional structure will be a long-term task for higher education, which requires further exploration by colleges and universities to gradually accelerate the establishment of a modernized higher education teachers’ management system with distinctive Chinese working characteristics according to the current national requirements and in line with the trend of the times, in order to promote the overall health and long-term sustainable and healthy development of China’s general higher education


## 5. Conclusion

In this study on the innovative application of teacher education and management system, data processing is carried out using Oracle and SQL Server database processors commonly used for big data processing. It is concluded that China’s teacher team is gradually balanced and the comprehensive quality of the teacher team is improving; the academic atmosphere is more open; the fields and perspectives of academic research are richer; the distribution of teachers at all levels in China is more balanced; the comprehensive quality of our teachers is improving; the system of education and scientific research in our universities is improving; and the ecological management system of universities is improving.In addition, according to the results of big data analysis, the following suggestions are also put forward for the current situation of teacher education and management in China’s colleges and universities.(1)
Improve academic level and establish a professional access qualification systemTeachers in higher education continue to engage in the academic profession of teaching firstly need that students have undergone long-term solid theoretical knowledge of this academic discipline and technical professional practice training and have a fairly certain high foundation of humanistic academic quality and potential academic professional development potential. Therefore, a system of access and qualifications for teachers in the education profession should be established and improved to fully ensure the overall professional quality of the professional teacher force. Improve qualification standards and strengthen legislation on professional access and qualifications. Establish and improve a multilevel and more timely national system of professional qualifications and certification standards, and set up professional qualification implementation agencies.(2)
Follow academic freedom and equality, and improve the teacher appointment systemTeacher appointment system management is one of the several major administrative links stipulated in the formulation of the basic system of teacher recruitment management in colleges and universities. The academic journal of colleges and universities should be able to adhere to the actual characteristics of the nature of our academic profession, adhere to the basic academic freedom and equality and other principles of employment, and optimize the system for the appointment of college teachers’ titles. The nature of academic profession is a legal profession of extremely special nature in China, with many requirements of its relative specialness. Establish a sound and flexible employment system for college teachers.(3)
Always insist on implementing the principle of academic fairness and optimizing the assessment and evaluation method system of college teachersThe evaluation system of university teachers should take the promotion of teachers’ academic career development and teachers’ self-fulfillment as the ultimate goal of evaluation. Therefore, in order to promote the development of teachers and academic careers, it is necessary to optimize the evaluation system of college teachers by adhering to the principles of academic fairness and freedom. Establish an evaluation system to promote academic career development. Establish a multidisciplinary teacher academic evaluation system.(4)
To innovate and design the incentive mechanism of college teachers according to the own characteristics of academic career group in colleges and universitiesThe design of incentive mechanism is one of the three important practical content links of performance management practice of college teachers in China. University researchers should innovate and construct scientific incentive mechanism for university teachers’ research according to the inherent subjective motivation characteristics of teachers’ academic occupational characteristics, so as to promote the innovative transformation of high-level academic value of Chinese university teachers’ research and promote the development of professional innovation. Reinforce the scientific internal motivation incentives for academic professionals and create an incentive mechanism for academic group innovation. Create a good cultural atmosphere where academic values are paramount and value the historical and humanistic environmental motivation for the flourishing of academic career in China.(5)
Establish a development system for university teachers and promote academic career developmentThe teacher professional development evaluation system should be one of the three main research content systems for the development of university teachers’ academic management information system. The research system of professional development of university teachers’ disciplines should also be constructed with the aim of actively promoting the construction of professional development of the academic career of contemporary university teachers and the realization of self-development innovations. Formation of a system of flexible and diverse changes in the professionalism development of teachers’ students legitimizes the development of professional competence of our teachers’ students. The system of standards for professional development of Chinese teachers with the highest goal requirement of professionalization of the academic career of teachers should be constructed.



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*Source: 6048083-2022-09-13.xml*