弹性理念在教师绩效考核中的操作化应用——基于四所高校青年教师的调查数据

The Practical Application of the Resilience Concept inPerformance Appraisal of Young Faculty in Universities:Based on the Research Data of Four Universities

我国高校绩效考核体系通常采用刚性化设计,在不同程度上忽视了不同领域和个人之间的差异,导致评估中的不公正与不科学。学术界虽然倡导将弹性理念引入评估体系设计,但是缺乏对弹性理念的操作化剖析。对弹性的两大操作性构成要素进行剖析,指出弹性可以解构为点与区间。在此基础上,以高校青年教师绩效评价为例,结合对34位青年教师的访谈材料以及对358位青年教师的问卷调查结果,探讨高校青年教师绩效评价体系设计中如何应用点与区间的理念,实现高校教师的弹性化绩效考核。研究认为,高校青年教师绩效考核的指标设计与工作量设计,适于通过引入弹性中的点来适应不同考核对象的差异,而指标权重则适于进行区间化设计为不同青年教师提供选择空间。

Performance appraisal systems used by universities in practice are rigid in that they neglect the differences between areas and between individuals,which result in unfair and unscientific outcomes.Although the academia suggests introducing resilience principle into the design of performance appraisal system.Whereas,it lacks an operational analysis of the concept of resilience.This paper points out that resilience can be divided into two operational components,i.e.point and interval.On the ground of this notion,34 young faculty members are interviewed and 358 are surveyed to help the discussion of the ways to introduce the conception of point and interval into young faculty performance appraisal system in universities and colleges.It finds that the design of performance indicators and workload can use the concept of point to fit with the difference between appraisal targets,and the concept of interval can be applied to indicator weight assignment in order to provide better choice for different young teachers.