Research On The Optimization Of Teachers' Performance Appraisal System In Hengyang Technician College

Since the 18th National Congress of the Party,a series of new development ideas put forward by the Central Committee have brought tremendous impact on the development of all walks of life.At present,how to give full play to its own unique advantages,seize new development opportunities and seek strategic breakthroughs in vocational education is a major issue facing all vocational educators in China.China's higher vocational education has occupied half of the higher education after more than 30 years of development,and has made outstanding contributions to the cultivation of professional and technical personnel.With the development of Higher Vocational education,the pressure of competition is becoming greater and greater.High quality,high level and high level teaching staff construction is also a key factor to obtain effective weapons.Therefore,in-depth study of Hengyang Institute of Technicians teachers'performance appraisal achievements and problems,put forward relevant optimization measures and suggestions to enhance Hengyang Institute of Technicians in the future market competitiveness is of great significance.Firstly,this paper expounds the concepts and theories of performance management,target management,360-degree performance appraisal and KPI.Then it introduces the general situation and development of Hengyang Institute of Technicians,the basic status of teachers,including the age structure of teachers,educational background,service life,loss rate,and the use of investigation and research,interviews,statistical analysis and other methods to analyze the status of teacher performance appraisal,so as to find out the problems in teacher performance appraisal:performance appraisal The objective of the performance appraisal is not clear;the content of the performance appraisal is not scientific and complete;the performance appraisal index is not quantified;the main body of the performance appraisal is single;the lack of effective and timely feedback mechanism,and do further analysis of the reasons.Then on this basis,KPI method is used to design performance appraisal indicators,360-degree performance appraisal method to determine the main assessment,and then analysis of performance appraisal indicators measurement standards and weight,determine the number of assessment subjects and weight to get performance appraisal comprehensive score,and analysis of performance appraisal considerations.Finally,the paper puts forward some safeguard measures,such as strengthening the concept of performance appraisal,strengthening the leadership of performance appraisal,strengthening the institutionalized construction of performance appraisal,establishing training system,strengthening supervision mechanism,establishing teacher appraisal files,and constantly improving the performance appraisal system and methods,so as to make Hengyang Institute of Technicians truly and fundamentally solve the problem.Teacher performance appraisal.