肇庆职业学校教师绩效评价个案研究

发布时间：2018-04-14 23:26

本文选题：肇庆职业学校 + 教师绩效评价　；参考：《广州大学》2017年硕士论文

【摘要】：中等职业学校开展教师绩效评价的目的是促进教师个人专业发展,提高学校管理者的管理水平,提升学校办学绩效。但是在当前教师绩效评价实践中,存在着“为评价而评价”的现象,教师对现行绩效评价方案的满意度不高。国内外对于教师绩效评价的研究多侧重于宏观理论研究,多侧重于学校目标,忽视教师个人专业发展。也缺乏对中等职业学校绩效评价实践的研究。本课题以肇庆职业学校为个案,运用教育管理学的相关原理和方法,找出现行教师绩效评价方案中存在的问题,分析形成问题的原因,针对原因找出办法,构建中职学校教师绩效评价体系的优化方案。以期达到促进教师专业发展,提高中等职业学校绩效的目的。首先介绍本课题的选题背景、意义以及国内外研究现状。采用文献研究法、问卷调查法、统计法、个案分析法等分析中职学校教师绩效评价过程中存在的问题及解决方案。指出研究过程中可能出现的问题及对策。第一章介绍当前教师绩效评价的相关理论。主要理论包括:“绩效评价”和“教师绩效评价”的概念;ERG理论和目标设定理论;360度绩效评价法和教师成长记录袋评价法。第二章以肇庆职业学校为个案,介绍该校教师绩效评价的现状,依据上述理论,找出该校在绩效评价过程中存在的问题,运用“绩效考核不良循环图”法,对形成原因进行分析。第三章构建中职学校教师绩效评价体系优化方案。依据肇庆职业学校教师绩效评价中存在的问题以及分析出来的原因,结合360度绩效评价法和教师成长记录袋评价法,对中职学校教师绩效评价体系进行优化。主要从明确评价的目的、调动评价对象的积极性、评价指标的构建、评价过程的组织、评价结果的应用五个方面进行优化。最后概括说明研究结果,确立中职学校教师绩效评价的目的,丰富评价主体,重新设计指标体系,完善评价方法,做好绩效反馈。并提出了研究过程中存在的问题以及应对策略。
[Abstract]:The purpose of teacher performance evaluation in secondary vocational schools is to promote teachers' personal professional development, improve the management level of school administrators, and improve school performance.However, in the current practice of teacher performance evaluation, there exists the phenomenon of "evaluation for the purpose of evaluation", and teachers' satisfaction with the current performance evaluation scheme is not high.The research on teacher performance evaluation at home and abroad focuses on macro theory, school goals and teachers' personal professional development.Also lacks the research to the secondary vocational school performance appraisal practice.This subject takes Zhaoqing Vocational School as a case study, using the relevant principles and methods of educational management, to find out the problems existing in the current teacher performance evaluation scheme, to analyze the causes of the problems, and to find out the methods for the reasons.To construct the optimization scheme of teachers' performance evaluation system in secondary vocational schools.In order to promote the professional development of teachers, improve the performance of secondary vocational schools.Firstly, the background, significance and research status of this topic are introduced.The methods of literature research, questionnaire survey, statistics and case analysis are used to analyze the problems and solutions in the process of teachers' performance evaluation in secondary vocational schools.The possible problems and countermeasures in the process of research are pointed out.The first chapter introduces the current theory of teacher performance evaluation.The main theories include: the concept of "performance evaluation" and "teacher performance evaluation". The theory of ERG and the goal setting theory include 360 degree performance evaluation method and teacher growth record bag evaluation method.The second chapter takes Zhaoqing Vocational School as a case, introduces the present situation of teacher performance evaluation in Zhaoqing Vocational School, according to the above theory, finds out the problems existing in the process of performance evaluation, and applies the method of "bad cycle chart of performance appraisal".The causes of formation are analyzed.The third chapter constructs the secondary vocational school teacher performance appraisal system optimization plan.According to the problems existing in the performance evaluation of teachers in Zhaoqing Vocational School and the analysis of the reasons, combined with the 360 degree performance evaluation method and the teacher growth record bag evaluation method, the performance evaluation system of secondary vocational school teachers is optimized.It is mainly from the following five aspects: the purpose of the evaluation, the motivation of the evaluation object, the construction of the evaluation index, the organization of the evaluation process, and the application of the evaluation results.Finally, the research results are summarized, the purpose of performance evaluation of secondary vocational school teachers is established, the main body of evaluation is enriched, the index system is redesigned, the evaluation method is improved, and the performance feedback is done well.And put forward the existing problems in the process of research and countermeasures.
【学位授予单位】：广州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G717.2

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