hzl小学教师绩效评价研究

发布时间：2018-03-26 22:31

本文选题：小学教师　切入点：绩效评价　出处：《河北科技大学》2017年硕士论文

【摘要】：教育水平决定了国家的发展潜力和前景。当前社会对学校的要求越来越高,学校只能不断提高教学质量和教师素质来进行应对。教师绩效评价作为一项重要的措施逐渐扩大了在学校的应用,改变了我国传统的以学生成绩作为评价标准的模式。绩效评价看重教师实际的工作能力,包括课堂掌控、团队合作、情感培养等方面。通过绩效评价能够让教师发现自身不足加以改进,推动教师整体素质的提高,促进学校教育事业的发展,满足了时代对学校的要求。本文通过问卷调查等方法对hzl小学当前的教师绩效评价进行了摸底和分析。通过对hzl小学进行实地调查分析,发现hzl小学实施教师绩效评价过程中在对绩效评价的认识、评价人员的结构组成、评价要点、评价标准、绩效评价的反馈等方面存在一些值得改进的地方,并通过理性分析,一定程度上了解我国当下绩效评价在小学的实施过程中存在问题的主要原因有:对绩效管理培训的力度不够、考核主体缺失、评价方法过于单一、绩效考核体系不科学、缺乏完善的评价反馈机制和监督机制。最后提出了适合我国小学教师绩效评价的优化建议,具体有:加强对教师绩效管理的认识,健全绩效考核评价主体,完善教师绩效评价机制的评价方法,优化教师绩效考核体系,建立有效的监督制度和反馈机制。
[Abstract]:The level of education determines the country's development potential and prospects. Schools can only improve teaching quality and teachers' quality to cope. As an important measure, teacher performance evaluation has gradually expanded its application in schools. It has changed the traditional model of using student achievement as the standard of evaluation. Performance evaluation values teachers' actual working ability, including classroom control, teamwork, and so on. Through the performance evaluation, teachers can find their own shortcomings to improve, promote the overall quality of teachers, promote the development of school education, This paper makes a survey and analysis on the current teacher performance evaluation of hzl primary school by means of questionnaire survey. Through the field investigation and analysis of hzl primary school, It is found that in the process of implementing teacher performance evaluation in hzl primary school, there are some worthy of improvement in the aspects of the cognition of performance evaluation, the structure composition of the evaluator, the evaluation key points, the evaluation standard, the feedback of the performance evaluation, and so on, and the rational analysis is carried out. To a certain extent, the main reasons for understanding the problems in the implementation of performance evaluation in primary schools are: insufficient training in performance management, lack of evaluation subjects, too single evaluation method, unscientific performance appraisal system. Finally, the author puts forward some suggestions to optimize the performance evaluation of primary school teachers in China, such as strengthening the understanding of teachers' performance management, perfecting the main body of performance evaluation. Perfect the evaluation method of teacher's performance appraisal mechanism, optimize teacher's performance appraisal system, establish effective supervision system and feedback mechanism.
【学位授予单位】：河北科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G627.2

【参考文献】