Research Of Performance Evaluation On Chinese University And College Teacher

The current high-quality talents' structure plays a tremendous role in promoting for the entire social and economic development, and the quality of education is one of the important factors about quality set-up of our talents, teachers are also the key of improving the quality of talents' training. In order to make the internal management structure of college and universities more scientific and standardized to adapt to the development of higher education and the needs of national economic development about high-quality talents, colleges and universities throughout the country have promoted the performance evaluation system for teacher actively in recent years. However, all sorts of problems have occurred inevitably in the specific implementation and it is contrary to the original intention of performance evaluation, because of the particularities of the college and university teachers and performance evaluation for teachers still in its initial stage. How to integrate occupational characteristics of the teachers to establish a set of objective and accurate performance evaluation system to reflect the levels and capacity of both individual teacher and the all can mobilize the enthusiasm and initiative of the teachers from the whole, and still can promote the management performance of the colleges and universities for the teachers, then push forward the overall development of them.Taking some theories related with performance evaluation such as western motivational theory, system theory and information theory as a guide, referring the experience of performance evaluation for the teachers from national and oversea colleges and universities, taking the teachers in Chongqing for example, using social statistical methods such as questionnaire survey, interview, chi-square test and interactive table, etc., this article has researched the current situation and features of the performance evaluation for the college and university teachers, existing problems and reasons deeply at current stage. The results show that the main features of the performance evaluation for our college and university teachers: the content of evaluation and requirements have inclined to science researching, evaluation indicators are more meticulous, methods of evaluation has achieved a breakthrough, the effectiveness of performance evaluation is significant. The main questions are: the teachers are not satisfied with the performance evaluation very much, teachers' individual goals and objectives of evaluation are not all the same, the results of the evaluation indicators hasn't accurately reflected the actual work of individuals, evaluation communication has weak feedbacks. Its main reasons include the following six aspects: the teachers have low participation in the development of targeting; the personnel structure of evaluation is not quite reasonable; evaluation system should be completed; the construction of the evaluation indicators system is unreasonable; the results of the performance evaluation has poor communication and feedbacks, and are used little; the methods of evaluation are more backward, and the process of it is not sufficiently regulated. And the reasonable set-up of the indicators system is the basis and key of effective performance evaluation. Based on the results of the study, with the combination of occupational characteristics of college and university teachers, this paper focus on building a more perfect performance evaluation system for them, and uses the Delphi Advisory law to assess strength distribution of the evaluation indicators system, then designs the indicators evaluation criteria and the quantitative scoring rules. To make sure the performance evaluation can be implemented smoothly and improve the effectiveness of performance evaluation, this paper also gives the further to the consummation universities teacher performance evaluation put forward the corresponding proposal.