Research On The Construction And Optimization Of Teachers'Performance Appraisal System In Private Education Institutions

Under the background of the continuous relaxation of market access conditions for private education,private educational institutions have developed rapidly.In the process of the development of private educational institutions,maximizing the value of teachers'human resources is the key to enhance the competitiveness of private educational institutions in an all-round way.Performance appraisal is an important way to improve the value of teachers'human resources in private educational institutions.Firstly,this paper expounds the current situation of HD school teachers'performance appraisal,and then analyses the problems existing in HD school teachers'performance appraisal.These problems mainly include:the lack of scientificity in the setting of assessment indicators,the lack of rigorousness in the assessment process,the implementation of performance appraisal fails to achieve the desired effect,and the failure to put incentive system and performance into practice.Combine examination.The reasons for HD school teachers'performance appraisal problems lie in:the two sides and the department leaders did not form a serious recognition of the importance of performance appraisal in their ideological cognition,and did not design the supervisory mechanism of performance appraisal,which led to poor performance appraisal implementation,imperfect matching reward and punishment mechanism of performance appraisal,and the gap of performance appraisal.The system of communication and feedback is imperfect.On the basis of the analysis of the above problems and causes,this paper constructs a performance evaluation index system for teachers in HD schools based on the balanced scorecard,which consists of four secondary indicators and 15 three-level indicators.The core advantage of the reconstructed index system is that,with the help of the analysis model of the balanced scorecard,the evaluation index is constructed from four dimensions:finance,customers,internal management and learning growth.This improves the overall design of indicators,and can play a practical role in promoting the optimization of HD school teachers'performance appraisal.Finally,it puts forward some countermeasures to promote the optimization of HD school teachers'performance appraisal system,including:improving financial incentives for performance appraisal,rationally designing workload appraisal to improve the stability of teachers' work;optimizing the design of indicators to guide teachers to improve their theoretical and practical abilities,strengthen the assessment of communication ability and service quality,and be strict.Design the process content of performance appraisal implementation,strengthen the assessment of team cooperation content,strengthen the performance appraisal of teachers'career development level,and strengthen the performance appraisal of knowledge sharing and self-improvement.