The Problems Of Teachers' Performance Management In Higher Vocational Colleges

Higher vocational education is an important integrant of Chinese higher education. The key factor affecting the quality of the talents' cultivation of higher vocational education is a team of qualified teachers, there are many measures can be taken in the construction of a team of qualified teachers, such as talents recruiting, certified teacher training, rewarding system etc, in which teachers' performance management is an important part and it can play a huge role in of the construction of a team of qualified teachers. The management of teachers' performance is a managerial concept and a managerial tool as well. At present, almost all of the higher vocational colleges put it into practice and concluded some experience from it, however, concerning its requirement, there are still many questions existing in it, including a lack of correct recognition, derailed purpose, non-integrated process, unscientific assess system and improper assess methods, which lead to an unsatisfied effect. In order to enhance the effectiveness and faith of it, it is necessary to improve the performance management of teachers in line with the features and requirement of higher vocational education as well as the related theories and practice.Based on the investigation and research into the personnel departments and some teachers in various higher vocational colleges of Ningbo, this article brings forward a set of measures to improve the management of teachers' performance in the higher vocational colleges via analyzing the case of Ningbo Polytechnic teachers' performance management: a student-based, vocational-oriented idea should be built up; the accessing guild line should emphasize teachers' vocational ability and quality, allows teachers to have their own individual design style, and set up different assess standard for each teacher. In order to make assessment method effective, an assessment method combined 360-degree assessment method with a key performance indicator should be adopted in the process of assessment, and the objective and standard evaluation method should be adopted at the end of it. The management process should be integrated, and we cannot equate the performance assessment with the performance management. Meanwhile, we have to try all out efforts to enhance the communication ability of management staffs and take effective measures to reduce the errors existing in the performance management.