绩效问责制导向下高校教师评价指标体系的陷阱及优化策略  

Pitfalls and Optimization Strategies of College Faculty Evaluation Index System under the Background of Performance Accountability

作　　者：杨琪琪 蔡文伯 YANG Qiqi;CAI Wenbo(College of Education Science,Xinjiang Normal University,Urumchi 830017,Xinjiang,China;Normal College,Shihezi University,Shihezi 832003,Xinjiang,China)

机构地区：[1]新疆师范大学教育科学学院,新疆乌鲁木齐830017 [2]石河子大学师范学院,新疆石河子832003

出　　处：《复旦教育论坛》2021年第4期85-91,共7页Fudan Education Forum

基　　金：国家自然科学基金项目“深度贫困地区教育精准扶贫政策绩效的测度与评价研究”(71864032);新疆兵团社科基金项目“兵团教育精准扶贫成效与实践路径研究”(18ZD04)。

摘　　要：高校教师评价是促进教师专业发展、保障高等教育高质量发展的重要手段。革除高校教师评价中的“五唯”痼疾,破除对评价指标的固恋,成为教育改革的必然之趋。研究借助杰瑞·穆勒对绩效管理“指标陷阱”的深入解读,分析高校教师评价指标体系,发现指标化管理隐藏着“唯指标”的功利化价值陷阱、指标设计片面化的技术陷阱以及人为的投机陷阱。只有通过探寻教师发展性评价模式,构建综合评价体系,建立多元化监督机制,才能保障高校教师评价的客观性与公平性,形成良性问责氛围,推进教师与学校共同发展。College faculty performance evaluation is an important method to promote faculty professional development and guarantee high-quality development of higher education.It is an inevitable trend of educational reform to get rid of the"Five-Only"faculty evaluation system and break the fixation on evaluation indexes.Based on Jerry Muller's in-depth interpretation of the performance management index trap,this article analyzes the evaluation index system of university faculty and finds that the indexed management had the utilitarian value traps,the technical trap of the one-faceted index design,and the trap of artificial speculation.Therefore,by exploring the developmental faculty evaluation model,building a comprehensive evaluation system,and establishing a pluralistic supervision mechanism,we could guarantee the objectivity and fairness of the faculty evaluation in universities,and form a benign atmosphere of accountability,and promote the development of faculty and universities.

关 键 词：绩效问责 高校治理 教师评价 绩效指标 

分 类 号：G645.1[文化科学—高等教育学]