摘要
当前我国高校实施教师绩效管理存在以下问题:目标和定位上存在偏差;"自上而下"单方面的管理,忽略了沟通的重要性;侧重于绩效考核,忽视了绩效管理的其他环节;注重绩效评价的奖惩功能,忽视教师队伍及其个人的发展等。本文提出了解决问题的基本对策和途径:认真做好教师岗位工作分析,明确绩效管理目标,制定合理可行的绩效计划;进行持续的绩效辅导与绩效沟通,做好绩效信息的收集与记录;实施全面可行的绩效评估,切实反映出教师的能力水平;注重绩效评估结果的应用与绩效反馈,促进教师职业发展。
There are many problems in performance management to teacher in university in China recently: deviated from goal and position; managed unilaterally from the top down, and neglected the importance of communication; placed extra emphasis on examining, but neglected other aspects of performance management; emphasized on the function of rewards and punishment of performanee evaluation, but neglected the teacher group's development, etc. The paper put forward the countermeasures of solving the problems: pay attention to the analysis of teacher's work, and make clear the goal and the feasible plan of performance management; implement continuous performance advice and communication,and collect and record the performance information completely;implement overall and feasible performance evaluation to reflect the teaeher's ability; emphasize on the result application and feedback of performance evaluation to advance the development of teacher's vocation.
出处
《高教论坛》
2008年第5期54-56,90,共4页
higher education forum
基金
广西教育科学"十五"规划资助经费重点课题"教师教育一体化的模式与政策支持环境研究"的阶段性成果(2005A16)
关键词
高校教师
绩效管理
绩效评估
teacher in university
performance management
performance evaluation