摘要
绩效评价是教师评价的重要内容。近年来高校教师绩效评价问题受到广泛重视,绩效评价指标设计方法可谓五花八门,设计出的指标之多令人眼花缭乱,然而,始终不能摆脱奖惩性高校教师绩效评价的束缚。本文以X大学为例,总结了当前教师绩效评价的诸多弊端,结合发展性评价理念,高校应建立校、院两级教学和学术委员会,实现"教授治校"、完善区分性评价指标、将评价纳入绩效管理的全过程,这样才能保障发展性高校教师绩效评价的实施效果。
The performance appraisal is an important way to evaluate university teachers, which has at- tracted more and more attention in the recent years. The index design in performance evaluation is rich in variety, but it is still restricted within either rewards or punishments. Taking the X University for an exam- ple, ~there are a lot of drawbacks in current performance appraisal. Based on the theory of developmental evaluation, universities should set up two-level committee of teaching and scholarship both in branch colleges and universities, implementing the universities are administrated by professors, making the index distinct, bringing the assessment into the overall process of performance management. Only in this way can we ensure the implementation effect of the performance appraisal.
出处
《大连大学学报》
2011年第5期114-117,共4页
Journal of Dalian University
基金
国家社会科学基金资助项目(11BGL079)"高校实施发展性教师评价研究"成果
陕西省教育厅科研计划资助项目(2010JK207)"高校教师绩效评价机制研究"成果
关键词
高校教师
发展性评价
案例研究
university teachers
developmental evaluation
case study
