Research On The Improvement Of Teacher Performance Appraisal In SZYY Faculty

In the late 1990s,with the diversified demand of people for higher education,in the background of popularity of education,independent institute appeared as a brand new school-running mechanism.Nowadays SZYY institute,as an independent one,has shifted from the early mode of extensive development to the mode of intensive development.Qualified faculty team is not only an important guarantee of educational quality but also the premise of personnel training,moreover,a key to the sustainable development as well as the source of social recognition.Therefore the construction of a high-qualified,superior and stable faculty team must be the top priority.Accordingly the teacher performance evaluation program is required to be objective,fair and reasonable.However,the present situation of SZYY institute calls for a full-fledged performance program,rather than imitating other colleges.According to the theories of teacher performance evaluation,this paper,taking SZYY institute as the object of study,questionnaire as the method,introduces teachers'satisfactory degree on theoretical.It also points out the existing problems and analyzes the causes of low satisfaction.The author also proposes some practical suggestions on improvement of the evaluation program.According to the goal and principles the author mentions,based on the position description,the teacher performance evaluation falls into four parts:comprehensive quality,teaching task,scientific innovation and social service.Guided by questionnaire survey and key performance indicator(KPI),the content can be further refined into ten second-level indexes:political quality,professional ethic,enterprise and sense of responsibility,ability of innovation and self-employment,teaching load,students evaluation of teaching,education and research project,publishment of thesis and academic monograph,scientific technology achievement,social service.The expert advice helps confirm the weighting of ten indexes and standard of evaluation.As a conclusion,it stipulates that as to individual teacher,scandalized point values must take form meanwhile forced distribution method should be applied to confirm the proportion like this:excellent,good,qualified,barely passed,failed.The thesis still proposes improving method of the procedure of evaluation,discovering the guarantee condition of the improvement.This paper proposes some new opinions and ideas on the improvement of teacher performance evaluation,which has certain guiding significance.Later the human resource apartment will try out detailed project on basis of improvement plans in the whole institute,in order to stimulate the college's good and prompt development.Hope the proposal will provide experience and positive advices for other independent institutes.Because of the author's limited theoretical level,relatively immature opinions,as well as small amount of study sample and data at home and abroad,the research result still exists some problems and defects.In the future,according to the teachers' advices,the author will continue to study and pay attention to this issue,so as to optimize the college's teacher performance evaluation.