Research On Performance Mannegemant Of Primary And Secondary School Teachers In BC County

Since the implementation of the performance-based salary system in compulsory education schools in 2009,although some accomplishments has been made,there are also many problems to be further studied and solved,especially at the county level.Under the background of "vigorously strengthening the construction of teams of teachers,reforming the selection mechanism and delegating the authority of recruitment" in AKS area of Xinjiang,BC County breaks the restriction of household registration,vigorously selects the best teachers from the whole country,improves the compensation of teachers,and improves the living environment of teachers.The number of teachers has increased greatly,the quality has improved significantly,and the structure has been continuously improving.It provides strong support for the healthy and rapid development of BC county's education.However,with the further education reform in BC County,the bottleneck is prominent.The performance management system of teachers has not yet produced the expected incentive effect,and the related problems restrict the pace of the construction of BC County's teachers,which should be solved in the process of modernization of county education governance system and governance capacity.Through consulting the relevant literature of performance management,combing the performance management policies of teachers in national autonomous regions and counties,conducting questionnaire survey in 22 primary and secondary schools in BC County,and interviewing 25 heads of related departments and principal secretaries of primary and secondary schools,this study aims to find out the problems of performance management of teachers in BC county.In the process of questionnaire survey,350 questionnaires were sent out,350 were retracted,310 were valid,and the valid rate was 88.57%.Based on the statistical analysis,combined with the interview,educational practice and work experience,this paper focuses on four aspects:the system environment needs to be improved urgently,the text system can't meet the practical needs,the organization is not perfect and standardized,and the problem of interest inclination is difficult to be cured.This paper puts forward countermeasures to improve the performance management of primary and secondary school teachers in BC county from four aspects:continuously optimizing the system environment,improving the system,improving the organizational structure,and straightening the work flow.Carrying out the researches and establishing the long-term mechanism of the performance management of primary and secondary school teachers in BC county are the keys to solve the problem of the construction of teachers' team,as well as the important methods to realize the development of education in BC County and run the education with people's satisfaction.