建立和完善“进得来”、“留得住”的农村教师补充机制是解决当前农村教师队伍建设数量与质量双重困境的必由之路。本研究采用个案研究等方法，借助政策价值选择理论和组织承诺理论，以“特岗计划”在贵州省W县的实施为例，描述和分析了“特岗计划”和传统“县招机制”的特征与问题，在此基础之上，尝试提出边远农村地区教师补充机制的基本矛盾、核心议题及政策框架。本研究主要发现与结论：1.从个案研究来看，“特岗计划”在我国边远贫困地区持续九年的实施，其成效是明显的。W县实施“特岗计划”以来共招聘特岗教师10229名，接转留任率为80.3%，为该县1971-2005年35年间补充教师总数的1.82倍。W县现有特岗教师7326名，占现有教师总数的47.6%。“特岗计划”的实施使得W县教师短缺现象得到缓解，整体学历水平提升，教师年龄结构、性别结构、学科结构得到完善，乡镇以下学校师资得以快速补充，整体教育发展水平有所提高。2.受边远贫困地区经济、社会发展水平的限制，县招机制下教师招聘供需平台小，供需双方难以双向选择，招聘过程受人事部门主导、程序难以监控、教师来源及分配易受地缘、亲缘影响、公开性与自主选择性相对较小，“招不进”、“下不去”成为县招机制的最大难题。县招机制下教师来源本县化特征明显，教师稳定性相对较好。3.“国标、省考、县聘、校用”的特岗教师招聘机制，吸纳了合理的市场元素，农村教师供需平台扩展至全国范围，招聘程序公开性、公平性凸显，自由选择、竞争择优等市场化特点崭露。4.边远农村教师队伍的流动与稳定、普通与优秀、本土与外源等矛盾是边远农村地区教师补充机制建设当下面临的核心议题。5.基于以上研究结论，本文提出如下建议，教师的培养机制、教师的保障机制应有机地包含于农村教师补充机制之中。农村教师补充机制的构建要突破现行教育管理、财政体制的限制，充分发挥政府的资源调控作用，处理好招聘权分配、财政支持力度、重点支持与全面提升关系、配套设施建设等结构性问题。

Establishing a suitable teachers' recruitment mechanism is the most effective way to solve the problems of teacher quantity and teacher quality in rural areas. Using case study method, this study describes and analyzes the differences between the special post plan as rural teachers’ recruitment mechanism and the traditional county-centered recruitment method. On this basis，this study tries to put forward the basic contradiction, core issues and policy framework of the rural teachers' recruitment mechanism.The main findings and conclusions:As a policy for rural teachers，the special post plan is effective and successful. W county recruited 10,229 teachers from 2006—2014 while the retention rate was 80.3%. There are 7326 special post teachers in W County, which takes up 47.6% of the total number of teachers. The implementation of the special post plan alleviates the teacher shortage, improves teachers' education level, as well as optimizes the age structure, sex structure and discipline structure.As to county-centered recruitment method, due to the low level of economic development, the teacher recruitment platform on the county level is limited. Both the employee and employer have limited choices. The personnel department takes control of the process of recruitment. In addition，geography and kinship have large impact on teachers' sources and distribution. However, since many teachers are native, the stability level of teachers is high.The special post plan absorbs reasonable market elements, which makes the recruitment scope expanding to the entire country. That is to say, the market elements such as openness, fairness, voluntary and competitiveness play important roles in the recruitment process of special post plan.These contradictions such mobility and stability, mediocre and excellent, local and immigrant are the core issues of rural teachers ’recruitment mechanism.Based on these findings, the study puts forward following suggestions. Firstly, the teacher training mechanism and supporting system should be organically included in the rural teachers' recruitment mechanism. Secondly, as a precondition to the rural teachers' recruitment mechanism, the government should break through the limitations of the present educational administration system and financial system. Thirdly, the regulating and controlling role of the government in the rural teachers' recruitment mechanism should be reinforced. At last, it is necessary to deal with these structural problems such as the recruitment right, financial support, supporting range and measures.