【摘要】：我國(guó)正處于“十二五”規(guī)劃綱要實(shí)施的關(guān)鍵時(shí)期,中職教育的推廣和改革,對(duì)促進(jìn)國(guó)家發(fā)展和社會(huì)經(jīng)濟(jì)增長(zhǎng),有著不可低估的作用,也是提高勞動(dòng)者素質(zhì)和解決國(guó)家就業(yè)問題的有效途徑。如今多數(shù)中職學(xué)校,教師績(jī)效考評(píng)管理中的考評(píng)方法,堅(jiān)持使用傳統(tǒng)的獎(jiǎng)懲性評(píng)價(jià)機(jī)制,從教師的“德、能、勤、績(jī)”四方面,針對(duì)教師全年的教學(xué)職責(zé)履行情況進(jìn)行考評(píng),對(duì)學(xué)校教師的管理和教師的個(gè)人發(fā)展起到了重要的作用。但是,這種對(duì)教師的績(jī)效考評(píng)方式,在實(shí)際運(yùn)用中,卻出現(xiàn)諸多的現(xiàn)實(shí)問題。考評(píng)基本流于形式,教師長(zhǎng)期處于被動(dòng)的考評(píng),不僅沒有達(dá)到激勵(lì)機(jī)制的效果,反而對(duì)教師的工作激情造成挫傷,抑制教師的正常發(fā)揮,帶來(lái)很多負(fù)面影響。中職學(xué)校教師的績(jī)效考評(píng)必須要突出教師的職業(yè)性質(zhì),在保障教師完成教書育人的基本職能上,還要建立以學(xué)生學(xué)習(xí)技能為本位、以學(xué)生職業(yè)為導(dǎo)向的教師績(jī)效管理體系。本文采用綜合分析法、文獻(xiàn)綜述法以及實(shí)例驗(yàn)證的方法,結(jié)合對(duì)考評(píng)對(duì)象的實(shí)地訪談,在有關(guān)績(jī)效考評(píng)的理論基礎(chǔ)之上,借鑒國(guó)內(nèi)外相關(guān)學(xué)者文獻(xiàn)綜述以及一些中職學(xué)校的先進(jìn)績(jī)效考評(píng)經(jīng)驗(yàn),從中職學(xué)校教師的人力資源管理現(xiàn)狀入手,分析和剖析了目前中職學(xué)校教師績(jī)效考評(píng)體系所取得的一些成績(jī)以及存在和出現(xiàn)的一些問題,同時(shí)引出了本論文研究的中心思想和核心內(nèi)容：根據(jù)四川H職業(yè)學(xué)校教師績(jī)效考評(píng)的現(xiàn)狀,利用績(jī)效的相關(guān)理論基礎(chǔ)和對(duì)學(xué)校教師的實(shí)地訪談,分析學(xué)校教師績(jī)效考評(píng)存在問題的根源,再次設(shè)計(jì)績(jī)效考評(píng)指標(biāo)的建立和對(duì)應(yīng)權(quán)重的分配,進(jìn)一步優(yōu)化現(xiàn)有的績(jī)效考評(píng)體系,從績(jī)效考評(píng)、教師薪酬與激勵(lì)重新設(shè)計(jì)一套適合四川H職業(yè)學(xué)校教師績(jī)效考評(píng)的體系,并增添了設(shè)立績(jī)效考評(píng)委員會(huì)和對(duì)教師進(jìn)行培訓(xùn)等內(nèi)容,堅(jiān)持以：適應(yīng)中職、激勵(lì)競(jìng)爭(zhēng)、優(yōu)勞優(yōu)酬和優(yōu)勝劣汰的方向和原則,實(shí)現(xiàn)新的績(jī)效考評(píng)體系對(duì)學(xué)�？�(jī)效考評(píng)的真實(shí)意義,對(duì)促進(jìn)學(xué)校的良性發(fā)展和推進(jìn)學(xué)校發(fā)展戰(zhàn)略目標(biāo)的實(shí)現(xiàn)有著十分重要的意義。本文建立在對(duì)四川H學(xué)校的教師績(jī)效考評(píng)現(xiàn)狀分析基礎(chǔ)上,創(chuàng)建新的考評(píng)模式,在職業(yè)教育快速發(fā)展的今天,對(duì)其他中職學(xué)校的教師績(jī)效考評(píng)具有一定的借鑒和引導(dǎo)意義。
[Abstract]:China is in the critical period of the implementation of the 12th Five-Year Plan. The promotion and reform of secondary vocational education can not be underestimated in promoting national development and social and economic growth. It is also an effective way to improve the quality of workers and solve the national employment problem. Nowadays, in most secondary vocational schools, the evaluation methods in the management of teachers' performance evaluation persist in using the traditional evaluation mechanism of rewards and punishments. From the four aspects of teachers'"morality, ability, diligence and achievement", the teachers' performance of teaching duties throughout the year is evaluated. It plays an important role in the management of school teachers and the personal development of teachers. However, there are many practical problems in the practical application of this kind of performance evaluation for teachers. The appraisal is basically just a formality, the teacher is in the passive appraisal for a long time, not only did not achieve the effect of the incentive mechanism, but on the contrary, caused the contusion to the teacher's work passion, restrained the teacher's normal play, brought many negative effects. The performance evaluation of teachers in secondary vocational schools must stress the professional nature of teachers, and establish a teacher performance management system based on students' learning skills and guided by students' occupation in order to ensure teachers to complete the basic functions of teaching and educating people. This paper adopts the methods of comprehensive analysis, literature review and example verification, combined with the field interview of the evaluation object, on the basis of the theory of performance appraisal. Based on the literature review of relevant scholars at home and abroad and the advanced performance evaluation experience of some secondary vocational schools, this paper starts with the current situation of human resource management of teachers in secondary vocational schools. This paper analyzes and analyzes some achievements and problems existing in the performance appraisal system of teachers in secondary vocational schools. At the same time, it leads to the central idea and core content of this paper: according to the present situation of teacher performance evaluation in H vocational school in Sichuan province, using the relevant theory foundation of performance and the field interview to school teacher. This paper analyzes the root causes of the problems existing in the performance appraisal of school teachers, designs the establishment of the performance appraisal index and the distribution of the corresponding weights, and further optimizes the existing performance appraisal system. Teachers' compensation and incentive have been redesigned to suit the performance evaluation system of teachers in Sichuan H vocational school, and the contents of setting up performance evaluation committee and training teachers have been added to persist in: adapting to secondary vocational school, encouraging competition, etc. The direction and principle of superior pay and survival of the fittest, the realization of the new performance appraisal system is of great significance to the real significance of school performance evaluation, to promote the benign development of the school and to promote the realization of the strategic goal of school development. Based on the analysis of the current situation of teacher performance evaluation in H school in Sichuan province, this paper establishes a new evaluation model, which has certain reference and guiding significance for teachers' performance evaluation in other secondary vocational schools with the rapid development of vocational education today.
【學(xué)位授予單位】：成都理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：G717.2

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