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论文编号：	8897
作者编号：	2120142606
上传时间：	2016/12/9 19:05:12
中文题目：	高中教师绩效评价问题研究
英文题目：	Studies on Teachers’ Performance Evaluation at Senior High School
指导老师：	张立富
中文关键字：	高中教师；绩效评价；指标体系
英文关键字：	senior high school; teachers’ performance evaluation;index system
中文摘要：	教育是一个国家发展的源动力，是每个国家的立国之根基。我们可以从很多的事实中得出这样的推断，对教育的重视程度，直接决定了一个国家发展的速度和上升的高度。各级学校机构组成了教育的主体部分，学生们从小学经过六年学习升入到初中，从初中通过统一考试进入到高中学习，从高中通过高考的严格选拔进入到大学深造学习，各级学校为国家的建设和发展提供人才的培养。教师和学生两者构成了教育的主要部分，而在两者当中，对教育教学的结果和质量真正起到决定性影响和作用的是教师的业务水平和教师的个人基本素质。那么怎么来衡量和考查各级教育部门内部教师的素质和能力水平的高低，成为了每一级的教育主管部门高度重视的环节，教师的绩效评价理念因此得以产生，教师绩效评价的体系得以慢慢的形成并建立，并越来越受到重视。在国外，对教师的绩效评价的理论研究开始于上个世纪初，并在六十年代逐渐形成非常科学清晰的体系，这一体系经过几十年的发展，不断地完善变化，使之成为衡量教师素质和水平，工作结果和成绩的重要依据。我国对于教师绩效评价的研究始于上世纪八十年代，更多的研究主要是学习国外的先进经验，并与我国特有的学情和现状相结合，努力寻找符合我国的教师评价特点的教师绩效评价体系，并取得了一定的进步。 绩效评价这一概念源至管理学，最初应用于企业对下属员工的工作及其结果的评价。随着教育的现代化改革，对教师的评价也随之发展，并引入了相对完善的绩效评价的概念，初步形成并应用了教师绩效评价这一概念。随着教师绩效工资改革方案的出台实施，对教师的合理的、科学的、系统的、准确的绩效评价体系越来越受到重视和需要。我国目前对于高等教育的教师绩效评价的研究很深入，也有很多的成果，对于九年义务教育阶段的教师绩效评价的研究也有很多研究，并形成了一定的理论体系。而作为教育的中间阶段，也是起到承上启下作用的最为重要的爬坡阶段的高中阶段，相关的教师绩效评价的研究非常少，形成的东西也不多。这是现阶段我国教师绩效评价领域的一块有待深挖掘的领域。高中教师，特别是重点高中的教师，从早到晚跟进式管理的高强度工作，教学成绩的压力，和万众瞩目的社会高度关注，都因为高考这一指挥棒，而有别与其他教育工作者。而目前高中阶段的教师绩效评价相对滞后，很多学校仍然多采用考勤制度，年底投票评优，工作量统计评优，教学成绩评优等单一传统的教师绩效评价方法，有的甚至只采用上级领导对下属教师绩效评价的单一主体的评价方式，甚至只用学生成绩来对教师进行评价考核，以学生成绩这一唯一指标作为教师晋级和评优的参照依据的学校也比比皆是。很多学校仍采用的是传统的奖惩性绩效评价，这与我国大力发展素质教育的方向相违背。即使有的学校采用了发展性的教师绩效评价，其评价指标，评价过程仍存在很多的问题和缺陷。本文将分为七个章节进行论述：第一章为绪论，总括全文，主要介绍了高中教师绩效评价问题的研究背景和目的、研究意义和方法、研究内容和研究思路。第二章为理论部分，分别阐述了绩效，绩效评价，教师绩效评价的相关理论，并对国内外教师绩效评价的相关文献进行调查研究。第三章为高中教师的绩效评价概况分析，比如高中教师的工作性质，特点，教师绩效的体现，影响因素，高中教师绩效评价的特点，各阶段教育院校教师绩效评价的联系与区别，省重点高中和普通高中的绩效评价的差异性以及学校教师绩效和企业员工绩效评价的区别与联系。对研究领域重点高中，和相关对比领域的总体全面的概述分析。第四章SE高级中学教师绩效评价现状和存在的问题，包括对SE高级中学的简介，对SE高级中学现有教师绩效评价的概述，通过调查问卷的分析，概括SE高级中学现有的教师绩效评价存在的问题。并对所存在的教师绩效评价问题进行深入分析。第五章是SE高级中学教师绩效评价方案的设计。首先阐述了SE高级中学新的教师绩效评价体系的设计理念与原则。分析教师绩效评价的若干方法的选择，以及通过对现有单位具体情况的分析，在已有理论和方法的基础上，试图建立一套适合本单位的独有的四维一体绩效评价法。第六章主要介绍SE高级中学教师绩效评价的保障措施。把教师的思想动员工作放在首位，其次做好新评价制度相关人员的评价工作，对评价结果的反馈和申诉要认真对待，并随时完善和改进教师绩效评价方案。使得整个新的教师绩效评价制度能够顺利开展。第七章对文章整体进行总结，得出结论。并对研究的不足之处加以阐明，并提出对研究领域未来的展望。本文将重点运用文献研究法，比较分析法，以及案例分析法和问卷调查法等若干主要研究方法，通过对国内外教师绩效评价理论和体系方法的研究，通过与高等院校和义务教育阶段教师绩效评价的对比，以所在单位沈阳市SE高级中学为例，认真分析现阶段重点高中教师绩效评价存在的一些问题，并对其现有的教师绩效评价体系进行完善和改进，参考借鉴了多种教师绩效评价的方法，并在此基础上自己加以改进形成了自己创新出的四维一体教师绩效评价法，探索着建立一套新的更为适合沈阳SE高级中学的教师绩效评价体系，并为其他同类学校的教师绩效评价提供一定的借鉴意义，为我国高中领域教师绩效评价方面的研究和探索学习，做出自己能做的一点小事情。 关键词：高中教师；绩效评价；指标体系
英文摘要：	Education is the driving force of a country development and also the foundation of the state. It can be concluded from practice that the level of emphasis on education for a country directly determines the speed of its development and the height of its rise. The main body of education consists of school institutions at all levels, ranging from elementary school to junior middle school, from senior high to universities, and through above, students have gone through many selective and competitive exams when they enter to college to study. Schools at all levels provide talents for the nation's construction and development. Teachers and students both constitute the main part of education, and between them, what plays a pivotal role in teaching and education is the professional level and personal quality of teachers. So it is an issue of importance for educational departments to assess the level of teachers' quality and skills. Therefore, the concept of establishing the system of teacher performance evaluation comes into being and developed, and such a system has been taken seriously. Abroad, research on teachers’ evaluation theory began in the last century, and gradually developed into a scientific system in the 1960s. After decades of development, this system has constantly improved, making it an important basis for measuring teachers' quality, work performance and achievements. Teachers’ evaluation in China begins in the 1980s, and the research focuses more on learning the advanced experience from abroad and seeks to find a Chinese version of teachers’ evaluation system with the characteristics of in our country. Our country has made a certain progress in this aspect. The concept of performance evaluation originates from science of management. It was firstly applied in the assessment of employees work performance and results in companies. Teachers’ evaluation is developed in accordance with education reform and modernization. Noticeably, the concept of performance evaluation, a relatively developed and comprehensive idea, is introduced and initially applied in the teachers’ performance evaluation. With the scheme of teachers' performance salary reform, a rational, scientific, systematic and accurate performance evaluation system has been attaching increasing importance and in real need. At present, our country has many in-depth and fruitful researches in teachers’ performance evaluation, especially in the study of teachers’ performance evaluation in the nine-year period of compulsory education. Our country has formed a theoretical system in this area. But as for the intermediate stage of education, the most important and transitional stage of senior high school, research about senior high school teachers’ performance evaluation has been rarely conducted, and thus a great field to be explored. High school teachers, especially the key high school teachers, differ from other educational workers in terms of their work intensity of follow-up management work from morning till night, the stress from teaching and the highly anticipated social attention due to the university entrance exam. The current high school teachers’ evaluation is relatively backward and many schools still adopt such traditional evaluation methods as the attendance system, voting recommendation at the end of school year, workload statistics assessment and teaching performance assessment, and even, use only superior comments or students’ scores to evaluate. It is common to see that many schools just use the students’ score as the sole standard in teachers’ assessment and they still adopts the traditional rewards and punishments system. This runs counter to the direction of quality education our country our country has been promoting vigorously. Even though some schools have adopted developmental teachers’ performance evaluation, there are still many problems and defects in the evaluation index and process. This article will be divided into seven chapters to discuss: The first chapter is the introduction, summing up the full text, mainly introduces the performance evaluation problem of high school teachers of the research background and purpose, significance and research methods, research contents and research ideas. The second chapter is the theoretical part, respectively expounds the performance, performance evaluation, teacher performance evaluation of the relevant theory, and the domestic and foreign teacher performance evaluation of the relevant literature to investigate and research. The third chapter is the analysis of the performance evaluation of high school teachers, such as the nature of the work, the characteristics of high school teachers, teachers' performance influence factors reflect the characteristics of teachers' performance evaluation in senior high school, the relationship between teachers' performance in each stage of education evaluation, difference and relation between the provincial key high school and ordinary high school performance evaluation of differences and school performance and employee performance evaluation. Overall comprehensive overview of the key high school, and related areas of research in the field of research. The fourth chapter SE senior middle school teachers' performance evaluation status and problems, including the introduction of SE senior middle school, an overview of the existing SE senior middle school teachers' performance evaluation, through the analysis of the survey, summarized existing teacher performance evaluation of the existing problems of SE senior middle school. And carries on the thorough analysis to the teacher performance appraisal question existence. The fifth chapter is the design of SE high school teacher performance evaluation program. Firstly, the design concept and principle of the new teacher performance evaluation system of SE high school are expounded. Analysis of several methods of performance evaluation of teachers selection, and through the analysis of the specific circumstances of the existing units, based on the existing theories and methods, trying to establish a suitable evaluation unique four-dimensional performance of the unit method. The sixth chapter mainly introduces the SE high school teacher performance evaluation of safeguard measures. The ideological mobilization of teachers in the first place, then make evaluation of related personnel in the new evaluation system, the evaluation results of the feedback and complaints should be taken seriously, and always improve and improve the teachers' performance evaluation scheme. Makes the whole new teacher performance evaluation system can be carried out smoothly. The seventh chapter summarizes the whole paper, and draws the conclusion. And to clarify the deficiencies of the study, and put forward the future of the research area. This article will focus on using the literature research, comparative analysis, case analysis method and some research methods such as questionnaire survey, made a careful analysis and present some problems about the evaluation of current key senior high school teachers as well as some improvement suggestions by the example of the work place of the author, Shenyang SE High School. All these work has been based on a study of the theory and system of teachers’ performance evaluation both home and abroad and a comparison of teachers’ performance evaluation in both the higher education period and compulsory education period. The author also takes into account multiple ways of teachers’ evaluation and comes up with a creative Four Dimensions Formula in teachers’ performance evaluation in an attempt to establish a newer and more suitable standard for Shenyang SE High School. In the mean time, it is hoped that this article can provide certain reference to other schools having similar problems, and offer some ideas in the field of senior high school teachers’ performance evaluation. Key words: senior high school; teachers’ performance evaluation; index system
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