Of University Teachers' Performance Evaluation System

With the deepening of personnel system reform in university, our university has achieved initial success in teacher performance evaluation, but there inevitably exists problems in the exploratory pilot reform. The construction and management of university teachers is related to the achievement of university strategic objective. Exploring a set of reasonable and effective performance evaluation system is of very vital significance.There are three main models of teacher performance evaluation in university of our country:personal summary and organizational leadership assessment; qualitative evaluation; quantitative evaluation. In the evolution process of evaluation models, there are still some problems that can’t be ignored in the performance evaluation of university teachers:in terms of performance evaluation system, take the realization of organizational goal seriously, ignore the professional development of teachers; in terms of performance evaluation ways, take the organizational control seriously, ignore the participation of teachers; in terms of performance evaluation indexes, take quantity standards seriously, ignore the quality requirements; in terms of performance evaluation results, take the use of evaluation results seriously, ignore the feedback of evaluation results. On the premise of following the guiding ideology of evaluation system construction, based on the principle of target consistency, the principle of science, the principle of system, the principle of measurability and the principle of operability, establish the teacher performance evaluation system of local comprehensive Teaching and Research University. The contents of the evaluation system are as follows:teaching, scientific research, service contribution. Among them, the evaluation indexes of teaching performance mainly include the workload of teaching, teaching quality, teaching research contribution and teaching achievement award; the evaluation indexes of scientific research performance mainly include the academic paper, academic works, scientific research projects, patents and scientific achievement award; the evaluation indexes of service contribution performance mainly include the service on campus and the external service.The university should handle some relationships correctly in the practice of teacher performance evaluation, such as the relationship between teaching and scientific research, the relationship between quantity and quality, the relationship between executive power and academic power and the relationship between short-term assessment and long-term assessment. The university needs further consideration in improving the performance evaluation:further mobilize the teachers’enthusiasm of participation, coordinate the difference between evaluation objects and evaluation contents, make use of the evaluation results, and improve the performance evaluation system of university teachers.