Study On Teachers’ Performance Appraisal System Of A University

In order to ensure the sustainable and healthy development of colleges and universities in China, it is absolutely necessary to further strengthen and optimize the construction of their teaching staff, as well as deepen the reform of the personnel system. It has been an important topic discussed in current universities and society that how to stimulate college teachers’ subjective initiative, enthusiasm and creativity with a greater likelihood, as well as how to scientific and effectively develop a perfect college teachers’ performance appraisal system.Through review the current performance appraisal research status at home and abroad, which work as the reference basis, and with the latest related fundamental theory and method of performance appraisal as theoretical guidance, this article mainly make a brief analysis on the present situation of the university teachers’ performance appraisal and its problems. In addition, as A university assessment instance are introduced, and with the field interview and examination of documents on the consideration of teacher group’s particularity, readers will know the inspection status of different departments and teachers’ expectation of the assessment. This article analyze the problems existed in the performance appraisal of A university teachers from four main positions, which respectively are teaching and research, management, teaching assistance technology and counselor. The main problems include inappropriate appraisal standards, unreasonable appraisal emphasis and assessment main body, imperfect assessment group and evaluation system, as well as paying to much attention to assessment results but little to process, etc.. Related performance evaluation theory are combined with evaluation methods to construct performance evaluation system for A university.Besides, related guarantee measures are put forward to ensure its feasibility in theory. After designing teacher performance appraisal system of A university, the original based on improved deficiency, Strengthen the establishment of targeted assessment standards initiatives aimed at different positions, To better promote the staff of different job enthusiasm. Strengthen the level two examination mode, decentralization of authority, Evaluation index of grade two departments will be more flexible, more targeted. It is more complementary that Combining the qualitative and quantitative evaluation of organic combination. At the same time, a clear reward than punishment can play the role of human activity motivation.Finally, the article make a reflection and forecasting on the problem of university teachers’ performance appraisal, hoping to provide some help to the sustainable development of the cause of China’s university education, the improvement of education service system, and the stability and construction of favorable teacher groups in colleges and universities.