Research On Teacher Performance Evaluation Of H Independent College Upon Its Transition To A Private University

Countries,in recent years,in order to deepen the reform of education system and boost the teaching morale of the faculty staff,teacher team construction is placed in the prominent position.As a result,a series of policies have been implemented on the university faculty staff construction to make the top design on a national level.This has opened the prelude to teachers' personnel system reform in higher education.The teachers' performance evaluation is the key component to the success of the teaching reform of colleges and universities.The research subject of this paper,H college,is an independent college.Independent colleges are an important part of China's undergraduate higher education and a special product in the process of popularization.In their developing phrase,independent colleges,on one hand,rely on their parent universities to achieve rapid development.On the other hand,the over reliance on the parent universities leads to the lacking of innovation and other emerging disavantages.Since the promulgation of the measures on the establishment and management of independent colleges,our country has provided five options for the future of independent colleges,making the transition of independent colleges to private colleges an inevitable choice in the future.Within the transition process,independent colleges suffer from a high turnover rate,a serious brain drain of qualified teachers.One of the reasons for this high turnover rate is that the independent colleges have adopted and excessively relied on the performance evaluation mechanism of the parent university.The disjunction between the current situation of independent colleges and the teacher evaluation mechanism of its parent university,the unfulfilled promises linked to the incentive systems,and the dissatisfaction thus occurred,all combined result in the teacher's resignation.Therefore,in order to meet the development and construction of the 14 th five-year plan and meet the requirements of higher standards for private colleges and universities in Guangdong province after the transition,it is critical and urgent to establish a teacher performance evaluation system that tailored to the characteristics and situation of independent college.Upon the establishment of this system,it can help to improve the comprehensive calibre of the faculty staff,including administrative ability,education and research abilities,and eventually build up a friendly and secured environment for the strategies to launch.This system and the beneficent cycle will ultimate help improve the teaching quality and service of the independent colleges after its successful transition.This thesis takes the transition of H independent college to a private university as the critical moment and as the anchor point.It mainly analyzes the current situation and problems of teacher performance evaluation system from related theories.With the university's target positioning as an application-oriented private university after successful transition,this thesis integrates the performance evaluation experience from enterprises and from colleges and universities in and abroad,aiming at providing a set of teacher performance evaluation system suitable for private colleges and universities after the transition.To aid the research,KPI(key performance indicator)and AHP(analytic hierarchy process)evaluation methods are respectively used in the selection and weighting of the indicators which are related to the teacher performance evaluation system.What's more,another research tool,the 360-degree performance evaluation method will be added to explore research path of teachers' performance evaluation in the new era of "Team Winning".This study aims to provide a safeguard for the institutional innovation and serve as a reference for the subsequent development of independent colleges after its transition.This is of great significance to the healthy development and growth of its management level of the private universities with the practical orientation.The setting up of a new teacher performance evaluation system is also the necessary means and process to improve the teachers ability for themselves and achieve a "win-win" result of the future development for the universities.