高校教师绩效考核制度的探索与实践  

Exploration and Practice of College Teacher Performance Appraisal System

作　　者：郭子宝[1] 刘利[1] 雷寒[1] 

机构地区：[1]重庆医科大学人事处,重庆400016

出　　处：《重庆与世界（学术版）》2014年第12期38-39,57,共3页THE WORLD & CHONG QING

摘　　要：为改变高校教师"干与不干、干多干少、干好干坏一个样",这种人才利用处于死水一潭的局面,重庆医科大学经过10余年的探索与实践,绩效考核制度从无到有,从粗放到精细,从模块分割到转化互通,基本形成了充满活力的"以岗定薪、多劳多得、绩效优先、优劳优酬"的绩效评价机制,激发了教师队伍活力,推动了学校各项事业的健康发展。In order to change the poor performance of college human resource utilization, Chongqing Medical Uni- versity, after 10 years of exploration and practice, established and improved a performance appraisal system, which was characterized by fine, quantify and inclusive. The performance appraisal system fixed a teacher＇ s sala- ry by his post, pay teacher more who did more and better. As a result, it greatly stimulated the vitality of teachers and promoted the healthy development of various undertakings in the school.

关 键 词：高校 教师 绩效考核 考核制度 

分 类 号：F240[经济管理—劳动经济] G64[经济管理—国民经济]