Research On The Performance Assessment System Of Special Teachers In The X Vocational College

After nearly 40 years of development,the quality of teaching,the level of teachers,the level of management,and the performance appraisal system of privately-run higher education have all been greatly improved.On March 21,2016,the Central Committee of the Communist Party of China issued the "Opinions on Deepening the Reform of the System and Mechanism for the Development of Talents," and General Secretary Xi also made important instructions on the implementation of the Central Government's opinions.In order to carry out the important speeches of the General Secretary of the Internships and the spirit of the Central Document,and in order to comply with the needs of the future development of the economic and social development in Anhui Province,the X Career College conducts annual teaching from the aspects of teachers' teaching,scientific research,and performance in accordance with the school's development goals.The results of performance appraisal and performance appraisal have a direct impact on teachers'promotion and salary levels,but there are still some problems in this performance appraisal system.In recent years,private colleges and universities have gradually transformed into applied colleges.X Vocational College has also established application-oriented vocational colleges as its own strategic goal.The construction of the teaching team and performance appraisal have also become the focus of reforms,and the transition to applied schools and colleges.In this process,the quality and ability of teachers were comprehensively challenged.Therefore,the performance appraisal system also needs to be optimized accordingly.This article is based on the performance appraisal of full-time teachers in X Vocational College.The research on performance appraisal is in line with current social needs,and it is also a new challenge brought forward by social practice.Therefore,this article takes X vocational college as an example to study the performance assessment of full-time teachers in applied private colleges and universities.This paper first describes the X of Career Academy full-time teachers performance appraisal research background,research purpose and significance,the domestic and foreign research status about University Teachers' performance evaluation,expounds the research contents and research methods(literature analysis,case analysis,field survey,etc.)and the lack of this is not the same as with the previous point where possible relates to and existing.The teacher then combed the theory of performance evaluation,and performance management theory and research methods,defines the concept of performance management,performance evaluation of the concept of understanding,describes the meaning of performance appraisal,the relevant theory and research and performance appraisal method,such as Maslow's hierarchy of needs theory to explore the relationship between the performance appraisal of teachers,to study full-time teachers performance from the 360 degree performance appraisal.Then it introduces the characteristics of X of Career Academy full-time teachers of teachers,such as the unreasonable structure of teachers,greater mobility,negative attitude,lack of stable state of mind and a sense of belonging,and then introduced the X of Career Academy,introduced the college professional setting,Department of structure school,analyzed the current situation and problems of college teachers performance appraisal,and analyzes the reason why the performance appraisal problems.To understand the outstanding problems of X Career Academy's teacher performance management,and analyze the problems from the aspects of the purpose and direction of performance appraisal,the unreasonable setting of assessment indicators,the subjectivity of the examination subjects,and the implementation of the feedback link of evaluation results.Based on this,the factors that restrict the improvement of teachers' performance are analyzed,and the corresponding causes are analyzed,which is attributed to the lack of attention of school administrators,the management system of private universities,and the lack of effective incentive mechanism in private universities.After that,the paper also carried out the analysis of the guarantee measures for the implementation of the performance appraisal system of the full-time teachers of the Career Academy,X.Based on the theory of performance and performance management,attempts to establish performance appraisal mechanism,strengthen supervision,and establish the basic principles of performance evaluation,performance communication mechanism,the establishment of performance evaluation and incentive mechanism,improve the performance evaluation result feedback implementation,this design accords with the actual situation of X teachers'performance improvement program of Career Academy.Finally,the conclusion and future prospect are summarized.X Career Academy will not only find the original situation,but also find the problem of the assessment itself.And we need to combine the relevant theories that have been studied by the predecessors to optimize the performance assessment of teachers and ensure the implementation of the performance evaluation system.The future research can be carried out from the following aspects:first,the performance assessment system,we need to rely on practice to test.Secondly,the future will pay more attention to the people-oriented,from the perspective of humanization to study the performance appraisal system of full-time teachers.Furthermore,performance assessment will be studied from a greater perspective in the future.