Research On The Performance Appraisal Mechanism Of Full-time Teachers In Township Junior Middle Schools In Fengjie County, Chongqing City

Education is an important cornerstone of national rejuvenation and social progress while teachers are the first resource of it.Middle school full-time teachers are the securers of a middle school's education quality and the implementers of school organizational goals.So to build a team of high quality full-time middle school teachers is not only the source of the power to realize the dream of a strong country,but also it is the people's earnest expectations.The performance appraisal of full-time teachers is a beacon to promote the improvement and development of themselves,and it is also of great significance to improve the overall quality of them.In order to help the full-time teachers give full play to their potential to develop the quality of teaching in middle schools.Therefore,it is urgent for us to improve the performance appraisal mechanism of full-time middle school teachers.Taking the middle schools in the town of Fengjie,Chongqing as an example,the performance appraisal of full-time middle school teachers has been fully implemented,but there are still many deficiencies in the process of it.Based on this,this paper is to find out the deficiencies through the questionnaires.So first I handed out 23 questionnaires to the principals and 177 questionnaires to the full-time teachers of the middle schools.Then I can understand something about the performance evaluation purpose,evaluation subject,evaluation method,evaluation index,evaluation process,evaluation results,the result feedback,the result application and the incentive effect of the performance appraisal mechanism in Fengjie,Chongqing.Then the paper summarizes the deficiencies existing in the implementation of the mechanism.For example,the main body of performance appraisal involved is not enough;the settings of performance appraisal indicators are unreasonable;the feedback of performance appraisal result is not in place;the application of performance appraisal result is not enough;and the incentive effect of performance appraisal is not ideal,etc.After that,analyze the causes of the deficiencies.Finally put forward the suggestions.