Study On Primary School Teachers’ Performance Management In Shihe District Xinyang City

The teaching staff is the source of life and energy to the whole education and teaching career. Management and training of the teaching staff could improve performance of schools and promote sustainable innovation and development of the whole education career, which has important practical significance. Implementing a kind of advanced management concept in teacher’s teaching performance management and evaluation not only provides the ways and means to promote the ability and performance of teachers themselves, but also provides a carrier to raise the whole teaching quality and performance of the school. Carrying out teachers’ performance management in primary education stage can raise the level of teachers’ work motivation, improve internal information circulation and school culture construction, provide the basis for human resources management, realize win-win situation of both schools and teachers. After implementing teachers’ performance management in school, teachers’ teaching performance rises a bit, but the effect is not so obvious. So, it is necessary to study and analyze the current situation of teachers’performance management, find the problems and the reasons, provide some measures to raise teachers’performance.Since 2009, Government of Shihe District Xinyang City, has implemented teachers’ performance salary policy to fulfill the requirement of the government at higher level, each school accordingly implemented this policy. This policy, to some extent, raises teachers’income and welfare, but it still encounters some problems in some respects, such as improving work enthusiasm, raising personal and whole school performance, treating performance management as performance assessment, neglecting team performance assessment, lacking of attention on guidance of teachers’ personal professional development, unreasonable performance assessment indicators, and inconspicuous incentive function of performance management. All these problems exist in most of the schools, which can be due to the following aspects: first, study of teachers’ performance management in most schools is superficial; performance management is lack of performance communication process; teachers’performance evaluation body is to single; and teachers’performance feedback has not reached its due effect.Therefore, as administrative departments of education and school administrators, the concept of performance management must be strengthened, the goal of teacher performance management should be clear to all the staff, a scientific and reasonable performance evaluation system must be build, appropriate evaluation methods must be adopted, and the teachers’ performance evaluation results must be effectively used. Only by dong this, the role of teacher performance management can be played well, both the teachers’ personal teaching ability and the whole school education quality can be improved, a solid foundation can be laid for the improvement of the overall national quality.