论高职院校二级学院教师绩效评价激励机制的优化

On the Optimization of Teacher Evaluation and Incentive Mechanism in Secondary Schools of Higher Vocational Colleges

高职院校二级学院教师绩效管理水平与教师个人成长动力和激励成效息息相关,是促进二级学院整体教育教学能力提升的关键环节,是高素质人才培养的有效保障,是完善高职院校绩效激励机制建设的重要内容。运用文献分析法、案例研究法和实地研究法,分析高职院校二级学院教师绩效评价的现状和制约教师绩效评价发展的因素,提出优化高职院校二级学院教师绩效评价管理的建议一是发挥好二级学院桥梁作用,绩效评价做好三级联动;二是加强并规范教师绩效评价程序管理;三是优化构建高职院校二级学院“双师型”特色教师绩效评价指标体系;四是重视教师绩效评价反馈,强化反省改进;五是完善绩效薪酬的合理性,强化评价结果运用;六是注重教师发展性绩效评价的形成和引导。

The performance management level of teachers in secondary schools of higher vocational colleges is closely related to teachersgrowth motivation and incentive effect,and it is a key to promote the overall education and teaching abilities,an effective guarantee for the cultivation of high-quality talents and an important part of improving the construction of the performance incentive mechanism.This paper uses a combination of literature analysis,case study and field research methods to analyze the current situation of teachersperformance evaluation in secondary schools of higher vocational colleges and the factors that restrict the development of teachersperformance evaluation,and put forward feasible suggestions to optimize the management of teachersperformance evaluation in the secondary schools of higher vocational colleges.Firstly,it should give full play to the role of bridge for the secondary schools,making a good three-level linkage in performance evaluation.Secondly,it should strengthen and standardize the management of teacher performance evaluation procedures.Thirdly,it should optimize the construction of a performance evaluation index system for teachers with“double-qualified”characteristics in secondary schools.Fourthly,it should attach importance to the feedback of teachersperformance evaluation and strengthen reflection and improvement.Fifthly,it should improve the reasonableness of performance salary and strengthen the application of evaluation results.Sixthly,it should focus on the formation and guidance of teachersdevelopmental performance evaluation.