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Private colleges and universities generally had the shortcomings of unreasonable age structure, educational qualification structure, professional title structure, and considerable personnel mobility. Therefore, the core problem of teaching employees needed to be solved urgently. As a critical area of reform and development in private colleges and universities, the teaching staff would have mainly involved two issues, one would be internal incentives, and the other would be an external attraction. The re relationship between these two issues could also be highly complicated. This study's objectives were to explore the influence of the salary management system of private colleges on Sichuan teachers' job retention based on gender and age; analyze the impact of the position and rank setting, basic salary, annual dividend, job contract system, salary incentive system, and performance appraisal on teacher job retention, and; suggest the improvement of policies and strategies on the salary management system of private colleges on Sichuan teachers' job retention. Four hundreds and ninety-eight questionnaires of Sichuan private college teachers were collected through the online WeChat platform by random sampling in July 2022. The results showed that position and rank setting, basic salary, annual dividend, job contract system, salary incentive system, and performance appraisal significantly impact teacher job retention. As a result, this study would offer information for improving the salary management system in teachers' job retention that could give stable development for the private college in Sichuan.