Study On The Improvement Of The Assessment System Of The Tutors In Private Highter Vocational SX Collegrs

Counselors play a very important role in the university faculty.Since the Nineteenth National Congress,Our country continues to strengthen the construction of ideology,among which,colleges and universities are one of the important positions of ideological construction.At present,the competition for talents in colleges and universities is intensifying.However,many colleges and universities,especially privately-run colleges and universities,have the problem of unreliable people.The assessment of the performance of university teachers is on the agenda.At present,the performance appraisal of counselors still has problems such as the disorder of the assessment index system.This has hindered the development of the school to a large extent.Therefore,it is optimized according to the characteristics and actual needs of college counselors and even restructured college counselors.Performance appraisal system becomes very necessary.This thesis takes SX college as an example.SX college is an ordinary private vocational college.This article combines the characteristics of the college with relevant performance appraisal theories and my long-time experience as a tutor,and the performance appraisal of SX faculty counselors.Optimized reconstruction.The assessment subject of SX Academy is determined through the 360 performance appraisal method.After the appraisal subject is determined,the job description is written,the appraisal index is determined by KPI method,and the weight of each indicator is determined by the Delphi method.Finally,the application of the new system puts forward the corresponding process mechanism control and implementation of safeguard strategies.The characteristics of this article are firstly based on reality in the selection of indicators and distribution and other key links.At the same time,humanity is taken into account.Finally,an effective performance evaluation system for counselors is constructed;followed by the formulation of key indicators.Job descriptions are formed through job analysis,and work performance is extracted as a key indicator for performance evaluation of the counselor.The quantification of the content of this key indicator is quantified;again,a 360-degree performance appraisal method is used to conduct a comprehensive evaluation of counselors.As far as possible to consider related to the counselor's work;Next is to set up and optimize the subtraction projects.This shows that besides the incentive assessment,some of the more serious issues are monitored and restrained,and a performance evaluation system with incentives and constraints coexists.Finally,from the aspects of process control and safeguard strategies,implementation suggestions are put forward.That is,organizations and institutions should pay attention to the evaluation work propaganda and education,regulate the training of subject assessment,and pay attention to data collection and processing.