Research On Application Of Kpi For Teacher’s Progress Evaluation In Non-government Institutions

With the consistent development of China’s higher education course, the non-governmental higher education, being a new school-running pattern to the national higher education course and promotes its reformation and development by introducing domestic and overseas advanced education resource and teaching methods. At present, the non-governmental higher education in China is developing at a pretty high speed over this period. As the cradle of knowledge innovation and pioneer of education reformation, on one hand, the teaching quality of non-governmental higher education decides its cultivation of qualified talents; on the other hand, the quality of the talents cultivated by the non-governmental education institute affects the quality of its teaching quality in return. However, it is college teacher that primarily affects the quality of the non-governmental education. Therefore, it is of considerable realistic significance to stimulate teaching passion and potential in private universities by improving and completing the assessment system and methods against college teachers. Performance assessment is a modern social tool used to measure staff daily work performance. If the performance assessment result is accurate and effective, the self-management of its staff and their professional competence and comprehensive abilities can be improved through the assessment feedback effectively.However, the goal of the teacher performance assessment in most of the private universities in China, same to the public universities, is only limited to reflect teachers’ past working performance; In addition, the payment, the professional title appraisal and the promotion of these teachers are undertaken in accordance with the assessment, which is completely same to the performance assessment in the enterprises. However, university teachers are far from similar to the enterprise staff, for they provide intelligent support to talent cultivation rather than the simple and repetitive work done by the enterprise employees. There is no uniformed working standard for teachers; moreover, teachers pursue not only material rewards but spacious personal promotion opportunities, greater freedom and breakthrough in scientific studies. All the requirements above shall never be guaranteed without a suite of systematic and complete performance assessment system by taking certain private university situation in account. In recent years, especially since the high-speed development of private universities, many experts and scholars have undertaken rather researches and attempt by using the relative flexible school-running mechanism and the free atmosphere in private universities. They have applied the modern enterprise human resource management theory into the daily administration and encouragement in private universities, such as 360 All-round Assessment and Balanced Score Card(BSC Theory), and acquired some achievements and actual effects. Encouraged by them and on the basis of years of working experience in private universities, this author comes up with the idea that the Key Performance Index(KPI) be used in teachers’ performance assessment system. Key Performance Index has been widely used in modern enterprise management and has achieved good effect. It successfully breaks down the enterprise general strategic goal into personal assessment goals, which are considered to be the evidence of staff assessment.This study can be divided into five parts.In the first part, this author’s start point to do this research is introduced: After 36 years’ development, China’s non-governmental education steps into a high-develop phase, but the performance assessment in private universities remains in a pretty primary stage, which is not fit to their current development situation. Therefore, this author tries to apply the Key Performance Index to teachers’ performance assessment in private universities, make an integrated analysis on the research background of private university performance assessment done in domestic China and overseas, and then studies in depth on teacher performance assessment system by incorporating the current private university conditionsThe second part elaborates the performance assessment theory and methods. By describing the concept, flow and function of KPI, this author puts forward KPI’s advantages and significance, and thus provides an effective way for the university administrator to settle the difficulties on human resource management.The third part sets S College as an example and analyzes its current performance assessment situation and the existing problems. Through exposing and analyzing the dilemma faced by S College and even all the private universities in China, the author sums up the existing problems and deficiency in private university teacher assessment in terms of assessment subject, content, procedure, method and result and its application.The fourth part shows the performance assessment system construction in S College on the basis of KPI. This author makes use of multiple research ways, such as literature research, investigation to the Staff in S College and expert advice reference, to make a comprehensive analysis to the Key Performance Index system in S College.The fifth part makes a conclusion to the whole essay, states briefly on the deficiency of this research and the conception of further research.