| About the theory and practice of performance appraisal,there are a lot of researches and analysis at home and abroad,and some successful management models have been widely promoted.However,as a special institution,a school differs from an enterprises or the government in the design of its performance evaluation and evaluation criteria.Different from other ordinary institutions,a school suggests a stronger sense of public welfare and non-profit.At present,the research on school performance appraisal mostly stays at a shallow level,and there are relatively few studies on performance appraisal systems and case studies.With the implementation of quality education and the continuous deepening of the reform of the education system,the education mechanism based on test-oriented education in the past is shifting to the direction of cultivating practical talents.As for the teacher evaluation,score is no longer to decide everything.Under the new situation,there are higher requirements for teachers’ profession,virtue,ability,etc.A subject to be studied urgently is how to mobilize the enthusiasm of teachers through an effective teacher performance appraisal system so that teachers can fully tap their own potential Since the 1990 s,Tianjin Y Middle School has implemented the teacher evaluation system which has been revised to form an existing performance appraisal system.However,in the actual appraisal process,there is little difference in performance results.Some departments even take rotations or seniority as principles in excellence designation.This makes the motivation effect of performance appraisal less than expected.Based on the relevant theories of performance management,this thesis discusses with policy makers and the assessed person to understand the current situation of performance appraisal.Collects the factors affecting the effective implementation of performance appraisal schemes through open questionnaires and discussion methods,summarize and classify them,and then make and distribute the questionnaire of influencing factors for effectively implements of Tianjin Y middle school performance appraisal program.After the reliability and validity analysis and differential analysis of the data,the structural equations are constructed,and the SEM analysis is performed by AMOS.Combined with the BC Bootstrap method,the research model is integrated and verified,and the influence of design rationality,fairness and justice,and communication on performance effectiveness is verified as well.Combined with the actual situation,the thesis analyzes the causes of the problems and puts forward the improvement direction.With the opportunity of the reform of the performance appraisal work of Tianjin Y Middle School,such work as the revision of job description,the refinement of performance indicators,the introduction of individual performance plan is put forward.The performance work procedures are combed and the performance appraisal system of full-time teachers in Tianjin Y Middle School is improved.In addition,methods such as establishing a training mechanism for performance appraisal at all levels,a feedback mechanism for building performance appraisal results,and establishing a multilevel incentive support mechanism are proposed.The aim is to continuously explore suitable management methods for schools and further improve the performance appraisal system. |
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