摘要
当前我国高校实施教师绩效管理存在以下问题:目标和定位上存在偏差;"自上而下"单方面的管理,忽略了沟通的重要性;侧重于绩效考核,忽视了绩效管理的其他环节;注重绩效评价的奖惩功能,忽视教师队伍及其个人的发展等。本文提出了解决问题的基本对策和途径:认真做好教师岗位工作分析,明确绩效管理目标,制定合理可行的绩效计划;进行持续的绩效辅导与绩效沟通,做好绩效信息的收集与记录;实施全面可行的绩效评估,切实反映出教师的能力水平;注重绩效评估结果的应用与绩效反馈,促进教师职业发展。
There are many problems in performance management to teacher in university in China recently： deviated from goal and position; managed unilaterally from the top down, and neglected the importance of communication; placed extra emphasis on examining, but neglected other aspects of performance management; emphasized on the function of rewards and punishment of performanee evaluation, but neglected the teacher group＇s development, etc. The paper put forward the countermeasures of solving the problems： pay attention to the analysis of teacher＇s work, and make clear the goal and the feasible plan of performance management; implement continuous performance advice and communication,and collect and record the performance information completely;implement overall and feasible performance evaluation to reflect the teaeher＇s ability; emphasize on the result application and feedback of performance evaluation to advance the development of teacher＇s vocation.
出处
《高教论坛》
2008年第5期54-56,90,共4页
higher education forum
基金
广西教育科学"十五"规划资助经费重点课题"教师教育一体化的模式与政策支持环境研究"的阶段性成果(2005A16)
关键词
高校教师
绩效管理
绩效评估
teacher in university
performance management
performance evaluation
作者简介
张涛（1982-），男，北京人，广西师范学院教育系硕士研究生，研究方向是教育管理、教育政策与法律．
