R Primary School Teachers' Performance Evaluation System Optimization

The instruction about complete compulsory education school teachers' performance pay which is issued by Ministry of Education in December 2008.It is the inevitable requirement to complete the performance assessment when compulsory education school implement performance pay.The performance pay is distributed by the performance assessment.In order to better reflect teachers' achievements and contributions and to better play the function of motivation,the teachers' performance appraisal system must be established in accordance with the laws of education and teaching and the characteristics of teachers' profession.How to improve performance management system to improve the performance of management is the education industry's main problem.Based on the discussion of modern performance appraisal theory and evaluation methods,this paper draws lessons from the successful experience and effective methods of performance appraisal at home and abroad,and obtains the opinions of teachers and experts through questionnaire and interview.The current teacher assessment system of R primary school is studied.In school performance appraisal,emphasis is placed on the evaluation of internal management of the school,such as attendance,duty,,and workload,while ignoring the growth of teachers and students' expectation of education and teachers.The main problems are as follows,the formulation process of performance appraisal scheme is not open,the index system is difficult to quantify,the evaluation result is not comprehensive,and the performance appraisal is a mere formality.The main reasons are that the methods and ideas of performance management are backward,the communication mechanism of performance management is not smooth,and the institutional factors of education department are restricted.Teachers' low income and pay are not proportional,and lower than the average salary of civil servants and so on.On the basis of the relevant theories of performance appraisal,the goal management system is established according to the principle of encouragement,openness,achievement,stability andinnovation.Draw up the plan of performance appraisal and set up an all-round appraisal system to optimize the performance appraisal scheme of R primary school..In the aspect of the appraisal process,the research and drafting of performance appraisal are done carefully.A meeting of all faculty members is held to solicit opinions and finally determine the appraisal plan.The results of performance appraisal are linked to the salary system,affect the employment,promotion of posts,the evaluation of individual titles and the opportunities for learning and training.The staff will also get the corresponding performance appraisal feedback results and the direction of the next step.In this paper,the theory of industrial and commercial management combined with the actual situation of educational institutions is transplanted and applied to design suitable indicators for the school,which enriches the research content of the performance evaluation of the teaching staff in primary and secondary schools.