高职院校“双师型”教师绩效评价体系的构建与实施路径  

The Construction and Implementation of the Performance Evaluation System of“Double-Quality”Teachers in Higher Vocational Colleges

作　　者：黄丽霞[1] HUANG Li-xia(Personnel and Education Department,Fujian Forestry Vocational and Technical College,Nanping 353000,China)

机构地区：[1]福建林业职业技术学院人事教育处,福建南平353000

出　　处：《湖北工业职业技术学院学报》2021年第5期1-5,共5页Journal of Hubei Industrial Polytechnic

基　　金：福建省中青年教师教育科研项目(人力资源管理专项)“公办高等职业院校人力资源管理领域前沿问题与政策”(JZ180342)的研究成果。

摘　　要：“双师型”教师的绩效评价直接关系着“双师型”教师的未来发展。高职院校加强“双师型”教师绩效评价体系建设,能够为教师成长提供内在动力和有力保障。围绕“双师型”教师的特点,高职院校应从职业道德、教学能力、专业素养、科研水平、社会认可度和个人发展等层面,构建绩效评价体系。通过畅通“双师型”教师的个人发展通道、吸引企业作为绩效评价主体、实施教师自评与他评相结合,减少绩效评价的误差、完善“双师型”教师的激励机制等方面的措施,保障“双师型”教师绩效评价体系的有效落实。The performance evaluation of“dual-professional”teachers is directly related to the future development of“dual-professional”teachers.Higher vocational colleges strengthen the construction of the“dual-qualified”teacher performance evaluation system,which can provide internal motivation and strong guarantee for the growth of teachers.Focusing on the characteristics of“double-qualified”teachers,higher vocational colleges should build a performance evaluation system from the aspects of professional ethics,teaching ability,professional quality,scientific research level,social recognition and personal development.To ensure the effective implementation of the"dual-qualified"teacher performance evaluation system,higher vocational colleges should take measures such as unblocking the personal development channels of“dual-professional”teachers,attracting enterprises as the main body of performance evaluation,implementing the combination of teacher self-evaluation and other evaluations,reducing performance evaluation errors,and improving the incentive mechanism of“dual-professional”teachers.

关 键 词：高职院校 双师型教师 绩效评价体系 教师发展 

分 类 号：G717[文化科学—职业技术教育学]