Research On Teacher Performance Evaluation In N Education And Training Cente

N Education and Training Center is an education and training enterprise which has been operating for more than 20 years.The proportion of teachers is as high as87.5% of the total number of employees.A set of teachers’ performance evaluation system,which is suitable for the internal and external environment of the enterprise and closely conforms to the company’s strategy,can clearly define the work goal,indicate the work direction and stimulate the work enthusiasm for teachers.Therefore,the optimization and adjustment of teachers’ performance evaluation system is of great significance to the whole enterprise.This research is based on the background of education and Training Industry,through the analysis of the market environment,combined with the strategic positioning and cultural atmosphere of the enterprise,on the basis of the questionnaire and interview survey of the internal personnel of the enterprise,on the basis of the analysis of the problems,this paper creatively applies OKR to the performance evaluation of teachers in N Education Training Center,and puts forward the design idea of the performance evaluation system of teachers,and for the optimization of the performance evaluation system to put forward the implementation of security countermeasures.The conclusions of this study are as follows:(1)for the young and high-quality teachers,OKR performance evaluation is more effective in responding to the fast-changing market environment and motivating teachers.(2)in the implementation of performance evaluation,the fairness and authenticity of evaluation index should be guaranteed.(3)in the OKR performance evaluation system,the design of the objective should focus on the vision and objective of the enterprise.In view of the fact that the staff of the educational institutions are mostly teachers,the development vision of the enterprise should reflect the attention to the internal needs of teachers’ learning and growth.The key results are set in a top-down and bottom-up way.The evaluation goal should be the teacher’s desired goal,and the Enterprise’s development goal should be achieved by empowering teachers to grow professionally.(4)a complete performance evaluation system should also include performance feedback,which can make the whole process of performance evaluation form a closed loop,timely reflection,analysis of the reasons for finding solutions to ensure the relevance and effectiveness of the performance evaluation system.