Research On The Optimization Of Teachers' Performance Evaluation System In The Second Middle School Of The Corps

The performance appraisal system of the middle school teachers in our country is backward compared with foreign countries,the Corps of Xinjiang is the Northwest Frontier region,the economic lag has affected the development of education to some extent,especially with the implementation of the new curriculum reform of basic education and the pluralistic development of values,performance management requires teachers to pay more attention to the teacher's personality development,however,Performance pay implementation mechanism,assessment system,assessment results feedback,assessment and incentive mechanism are not effectively resolved,resulting in a slow development of the performance assessment of middle school teachers,but also led to the teacher performance assessment research and practice of the situation is not optimistic.Based on this,the selection of the second middle school of the Corps for the study,the optimization of its performance evaluation system to improve the performance of the leaders to better assess the performance of teachers,and use of performance assessment results to promote the personalized development of teachers.At the same time,the Special Regiment background of the Corps,also provides the theoretical reference and practice basis for the Education Department to improve the performance evaluation system of middle school teachers.This paper mainly through questionnaire method,principal component analysis method,comparative analysis method and 360-degree performance appraisal method in combing and summary of related research status at home and abroad on the basis,starting from the present situation of the second middle school of the Corps performance appraisal system,analysis of the problems,the 360-degree performance appraisal method to evaluate the second middle school of the Corps performance appraisal methods,from the leadership,colleagues,students,parents and their five dimensions of the redesign of the second middle school of the Corps performance appraisal system,and the second middle school of the Corps teachers to evaluate the performance,put forward and strengthen the optimization of 360-degree performance appraisal of teachers of teachers performance appraisal method scheme based on security measures.Through the analysis,the following main conclusions of this paper: First,the historical evolution of the second middle school of the Corps teacher performance appraisal through myself evaluation and evaluation of others forced democratic evaluation-Evaluation-distribution of simple quantitative performance evaluation-Evaluation and annual evaluation usually learn a combination of objective evaluation of five stages;teachers' current performance appraisal method from the four dimensions of occupation morality,teaching ability,diligence and achievement of teaching myself evaluation and assessment of his quantitative and qualitative evaluation methods,and finally the teacher signature confirmation;Second,the second middle school of the Corps has many deficiencies in the process of the implementation of performance appraisal.The analysis method in the performance appraisal methods of quantitative is too simple,lack of scientific and comprehensive;lack of fairness and restriction in the assessment of the main choice;in the assessment of management is mainly management and lack of knowledge management and assessment of the lack of communication between teachers in the assessment of contradictions;participation in the process of implementing the degree is not high and difficult to collect information;to mobilize the teachers working actively in the assessment and incentive problems;Third,the second middle school of the Corps teachers in the implementation of the 360-degree performance appraisal process,anonymous evaluation of the second middle school of the Corps of teachers' performance from different angles,to reduce the error of the results of the appraisal,assessment of teachers increased the acceptability of the results,to enhance teachers' myself development momentum,promote the development of school teaching;Fourth,on the 360-degree performance appraisal questionnaire analysis and evaluation shows that 143 teachers in four aspects: the second middle school of the Corps,occupation morality,teaching ability,diligence and achievement that very important accounted for 86.713%,62.517%,75%,72.728%;in accordance with the examination and issuance of aspects of performance pay,more than 41.259% teachers tend to choose excellent,qualified,qualified and unqualified four such as payroll performance basis;in the assessment period,month,year,according to the choice of the mid-term and final term and according to the number of people for the assessment period accounted for 18.88%,18.88%,17.48%,44.76%;in the assessment of the subject selection,most teachers,parents and students as colleagues exam subject,think this is fair;Fifth,65.196% of students to teachers of the second middle school of the Corps in terms of teaching attitude and style,teaching process and teaching ability,teaching effects were "very satisfied";the parents of the second middle school of the Corps more than 85% teachers in teacher-student relationship,work status,home school communication has made "very high";superior to teachers in political attitude,dedication,compliance(attendance),love students,honest evaluation from six dimensions of teaching,teacher are at a relatively high level.The results of performance appraisal for the three dimensions of teaching staff,teaching staff relationship and work style were 81.250% of the teachers in the second group,and 5% of them were good.In the aspect of morality,myself education ability,95% of the teachers for their evaluation are out,however,the main achievements in the aspects of the award-winning published thesis,45% of the teachers are blank showing a relatively weak state.Sixth,according to the school performance appraisal model and combined with the actual situation of Anglo American China middle school,mainly from the choice of assessment model should reflect the subjectivity of teachers;school administrators should encourage teachers myself assessment and reflection,consistent target focus on teachers' personality development and the development of the school;teacher performance appraisal should pay attention to three aspects of students' academic achievement evaluation function the limitation of the learning experience.Seventh,on the 360-degree performance appraisal method in the performance appraisal of teachers in the process of application of the second middle school of the Corps proposed the establishment of the evaluation of teachers' development,evaluation and reward desalination links;increase the number of quantitative indicators,such as improvements in two aspects of occupation morality,moral education,physical and psychological health education.Eighth,aiming at some defects in the practice of the second middle school of the Corps in the use of 360-degree performance evaluation method of teachers' performance evaluation in the key performance indicators(KPI)method and 360-degree performance appraisal method combined with the optimization of the assessment system;determine the main teachers in the evaluation system in the position,the establishment of "interactive" multidimensional evaluation model;application strengthen teachers' performance evaluation results;to eliminate the errors in the performance evaluation and optimization measures in production;enhanced 360-degree assessment method is proposed on the effectiveness of teachers promoting system innovation,improve the performance appraisal mechanism,play the role of organizational security to improve the teaching effect,the implementation of institutionalization and humanization management combining assessment,salary adjustment and performance assessment supporting the use of security measures to ensure that the 360-degree performance appraisal method in performance evaluation and application of the second middle school of the Corps.