| At present, reward and punishment in evaluation for teachers and development evaluation for teachers are very popular in China. Both the evaluations belong to evaluation systems for teachers. Though the two kinds of evaluations for teachers are in different directions, they have the same ultimate goals, i. e. to improve the educational and teaching quality in schools by strengthening the teachers'work. Both the evaluation systems are reasonable, However, there exist some problems in them at the same time. In order to evaluate teachers from all-round and object points of view and realize the common development in both teachers and students, the No.1 Middle School in HuoLinguole City has already built encouragement and development evaluation system for teachers, through four stages after two years'research and exploration. The main ideas of the evaluation system: With the human-based direction in value, we should stimulate the teacher'behaviour motive by outer material reward and inner spiritual encouragement. By doing so, we can encourage teachers to use potential energy at the most to improve teaching and educational quality. The encouragement and development evaluation system for teachers include five sub-systems: goal system; target system; principle system; organization system; supervisory system. We emphasize teacher'behaviour participation and satisfy teachers'demand of higher levels. Also, we offer the motion force to teachers'expert development both inside and outside. We have improved the teachers'achievement and effect in work. Encouragement and development evaluation emphasize the coincidence between outer stimulation by school and inner development. Furthermore, the system has considered the requirement of school goals and teachers'individual development. It has effective efficiency and energy in practice. And it has good value in theoretic direction. So, the system has offered effective reference for teachers'evaluation in our basic education in China. |
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