高校教师绩效考核问题及对策研究

发布时间：2018-12-06 20:07

【摘要】：如何对高校教师进行科学、合理的考核，关系到高校教师自身的发展和高校教师队伍的建设，影响着高校战略发展目标的实现。在对国内外关于高校教师绩效考核研究成果进行梳理的基础上，以绩效考核的理论与方法为指导，分析了国内高校教师绩效考核的现状。从考核制度、考核标准制定、考核方法运用、考核过程实施四个角度揭示高校在绩效考核方面存在对绩效考核目的认识不到位，考核标准设计轻教学重科研、忽视学科差异，考核方法不科学、缺乏考核反馈等问题；从行政部门、高校教师、高校管理人员等不同的考核参与者角度分析了存在问题的原因。在高校教师绩效考核改进方面提出了四个方面的对策与建议：一是通过树立正确的绩效考核观、充分发挥教师的主体地位、改进绩效考核组织工作来进一步完善绩效考核制度；二是运用定量考核与定性考核相结合，，平时考核与年终考核相结合，科研考核以聘期考核为主的考核方法；三是做好考核动员，重视考核反馈，重视绩效考核的“前后过程”；四是基于学科差异，运用关键绩效指标法和层次分析法，制定教学与科研并重的考核标准。
[Abstract]:How to carry on the scientific and reasonable examination to the university teacher is related to the development of the university teacher and the construction of the university teacher team, and affects the realization of the strategic development goal of the university. On the basis of combing the research results of the performance appraisal of university teachers at home and abroad, and guided by the theory and method of the performance appraisal, this paper analyzes the present situation of the performance appraisal of teachers in colleges and universities at home and abroad. From the aspects of assessment system, establishment of assessment standards, application of assessment methods and implementation of assessment process, it is revealed that there is a lack of understanding of the purpose of performance appraisal in colleges and universities, and the design of assessment standards pays little attention to teaching and scientific research, while ignoring the differences of disciplines. The assessment methods are not scientific and lack of feedback. The causes of the problems are analyzed from the administrative departments, university teachers, university administrators and other participants. This paper puts forward four countermeasures and suggestions in improving the performance appraisal of university teachers: first, by setting up a correct view of performance appraisal, giving full play to teachers' main position, improving the organization of performance appraisal to further improve the performance appraisal system; The second is the combination of quantitative assessment and qualitative assessment, the combination of peacetime assessment and year-end assessment, and the assessment method of scientific research assessment based on employment assessment, the third is to do a good job of mobilizing assessment, attach importance to assessment feedback, attach importance to the "before and after process" of performance appraisal; Fourth, based on the discipline differences, using the method of key performance indicators and analytic hierarchy process, the assessment standard of equal emphasis on teaching and scientific research is formulated.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

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