Study On Optimization Of Performance Assessment System Of Civilian Teachers In Military Academies

According to the Regulations on Civilian Personnel of the People’s Liberation Army and relative policies,in 2018,the PLA military academies began to recruit civilian personnel for the first time and they are mainly responsible for teaching and scientific research.In view of the different identities and characteristics of civilian personnel,the management and appraisal system cannot simply copy the mode of active personnel.Although certain laws and regulations have been issued,the appraisal systems for the civil teachers have also set up by some military academies,it is far from mature and perfect and needs to be optimized and improved.Therefore,the purpose of this study is to find out the problems and deficiencies in the current appraisal system of civilian teachers in military academies,and on the basis of implementing the existing rules and regulations,optimize and perfect the appraisal system,mobilize their enthusiasm,improve their satisfaction,give full play to their work potential,and comprehensively improve the teaching level and quality of personnel training of civilian teachers in military academies.The thesis mainly takes B College and some other military academies of the same category as the object,and takes the performance appraisal system of civilian teachers as the research problem.Through methods such as literature,interview and questionnaire,firstly,find out the main problems existing in the current performance appraisal of civilian teachers are found.The main problems include arbitrary appraisal implementation process,unclear appraisal objectives at all levels,unreasonable appraisal indicators,unsmooth performance communication and feedback,and insufficient performance incentive effect.Secondly,the reasons for the problems are analyzed.The main reasons are the unprofessionalism of the appraisal team and think little of the assessment work.The strategic target is not decomposed and refined,and the performance target of the department is missing.Lack of effective theoretical support,index weight calculation has no basis to rely on;the inertia of the traditional management thinking,the unconsciousness of the performance communication and feedback;Emphasize the moral encouragement over the material reward,reward gap is not significant.Finally,the paper puts forward some optimization measures,such as reorganizing the current assessment team,clarifying the appraisal objectives,constructing the appraisal system based on the balanced scorecard,improving the appraisal communication and feedback,and highlighting the incentive effect of the appraisal results,in order to play a certain reference role for the other military academies of the same type.