| At present,vocational education has been paid more and more attention in the national education system.As the main position of vocational education development,the main goal of higher vocational colleges is to cultivate high-quality and high-skilled talents for the society and promote social and economic development.The comprehensive evaluation score of the school has become one of the few quantitative evaluation methods for colleges and universities.One of the most important indicators is the quality of the evaluation output.As the main productivity of higher vocational colleges,teachers ’ teaching quality directly affects the comprehensive evaluation of the school.How to effectively evaluate teachers ’work is particularly important.According to the results of teacher performance evaluation,the use of various flexible and diverse financial performance incentives to attract talents and stabilize talents has become an important issue in college teaching and financial work.In the development process of enterprise performance management,there are a variety of powerful performance evaluation methods,which have evolved and developed in the use of different companies and different subjects.Now,many methods have been widely used in non-profit organizations.Taking W higher vocational college as an example,this paper makes a questionnaire survey to all teachers through communication with the competent departments in the school.On the basis of the research on the current teacher performance evaluation system,it is found that there are problems in the performance evaluation system,and the reasons are analyzed.In the new system research of this paper,360-degree performance theory,balanced scorecard theory and key performance index theory are innovatively introduced.After analyzing the necessity and feasibility of its use,under the360-degree performance theory to ensure the sound evaluation subject,the four dimensions of the balanced scorecard are specifically divided into four indicators: teaching satisfaction,teaching economic benefits,self-harvest,learning and growth.The analytic hierarchy process is used to construct the judgment matrix,determine the weight of each index,and pass the consistency test,thus constructing a perfect performance evaluation system.After studying and constructing a new performance evaluation system for teachers in W higher vocational colleges,sample data were selected from teachers with different professional titles and different teaching ages,and the optimized teacher performance evaluation system was implemented to obtain effective results.And based on the results,teachers are financially inclined,such as paying performance pay,giving one-time bonuses,etc.It is proved that the research in this paper has practical significance,which can help teachers improve their personal work,escort the realization of school strategic objectives,and may also provide reference for other similar colleges and universities. |
