在大學朝向大眾化發展，以及政府對大學財政撥款日漸緊縮的情況下，「績效導向」之管理模式愈來愈受到重視。德國大學在此風潮之下，於2001年與2002年掀起了「人事結構與薪資改革」，在2006年更通過了《各邦公部門之薪資契約》，將前述之薪資改革進一步法制化。本研究探究德國大學人事與薪資制度之改革動向；在章節安排上，首先探究改革之動因、框架，而後論及改革後之法制。人事與薪資改革的積極動因來自「新公共管理」理念，其將大學視為「給付企業體」，如同自由市場中之產品給付機構，並需與其他大學與研究機構處於競爭態勢；另一方面，改革的消極動因則起源於過往人事與薪資制度之僵化，尤其是教授資格認定的時間過長，且其工作績效與獎勵未受到應有的重視。因此，在前述之改革框架中，簡化教授資格認定之歷程，並引入績效導向之薪資制度；此外，在《各邦公部門之薪資契約》中，更將前述績效導向之薪資制度法制化。從改革內容觀之，德國對於大學的管理方式趨向「控制性自主」，一方面賦予大學更多的自由，但另一方面亦要求其具有更高的辦學績效，並且透過「契約調控」以及「競爭式資源分配」的方式，對大學進行監督與管理。

With universities' development in the direction of popularization and gradual decrease of the education expenditure from government, the performance-oriented pattern of management is more and more valued among universities. Under this trend, the personnel and salary reform were launched in 2001 and 2002 in Germany. Also, German government passed the “Salary Contract in the Public Sector of States” in 2006. This study explores the trend of personnel and salary reform in German universities. The motive and framework of reform and the contract after reform will be expounded in turn. The active motion of personnel and salary reform comes from the idea of “new public management.” A university, which is regarded as a providing enterprise like a productproviding institution in a free market, has to compete with other universities or research institutions. The other motive is the rigid system of personnel and salary. The authenticating process of professor's qualification is too long. Especially, the work outcome and award of professor do not get proper respect. Therefore, the reformation of 2001 and 2002 simplified the authentication of professor's qualification and introduced the performance-oriented salary system. Moreover, the performance-oriented salary system was put into legalization in the “Salary Contract in the Public Sector of States.” Therefore, the management of universities by German government tends to be “controlautonomy.” On the one hand, universities get more freedom from the government; on the other hand, they are asked to better operating performance. Also, with the contractcontrol and competitive resource distribution, German government can perfectly supervise and manage universities.