高校教师绩效评价指标体系的完善与优化  

The Improvement and Optimization of Teacher Performance Evaluation Index System

作　　者：刘亚兰 Liu Yalan

机构地区：[1]北京第二外国语学院体育部,北京100024

出　　处：《北京财贸职业学院学报》2021年第2期50-54,共5页Journal of Beijing College of Finance and Commerce

基　　金：2020年北京市社会科学基金青年项目“双高计划背景下高水平‘双师型’教师胜任力评价体系研究”(课题编号:20JYC014)的研究成果。

摘　　要：作为提高师资队伍素质的重要抓手,高校教师绩效评价为高校人事聘任和人事调整提供了重要的参考指标,但在实施过程中囿于各种因素的制约,出现了重科研、轻教学,重量轻质,重奖惩轻发展的问题。高校教师绩效评价的难点在于均衡设置总结性评价与发展性评价,需要把握“均衡学校发展与教师发展之间的关系”“均衡教师职业发展的短期和长期目标”“均衡不同评价主体间相互作用的‘度’”这三个关键点,破除“五唯”导向,以任务绩效和关系绩效来划分教师绩效评价体系阵营,分类、分层次设置评价内容和评价方式,构建科学有效的评价指标体系。As an important starting point to improve the quality of teaching staff,teacher performance evaluation system provides an important reference index for the recruitment and adjustment of personnel in Colleges and universities.However,due to the constraints of various factors in the implementation process,there are some problems,such as attaching importance to scientific research and neglecting teaching,emphasizing quantity and neglecting quality,attaching importance to rewards and punishments and neglecting development.The difficulty of teacher performance evaluation lies in the balanced setting of summative evaluation and developmental evaluation.We must breakthe“Wuwei”orientation and grasp three key points of“balancing the relationship between school development and teacher development”,“balancing the short-term and long-term goals of teacher career development”and“balancing the degree of interaction between different evaluation subjects”.In order to build a more scientific evaluation index system,the task performance and relationship performance are used to divide the camp of teacher performance evaluation system,and the evaluation contents and methods are set up by classification and hierarchy.

关 键 词：高校教师绩效评价 绩效评价 绩效评价指标体系 

分 类 号：G647[文化科学—高等教育学]