摘要
有效的绩效评价制度是岗位聘任制和绩效工资改革成败的关键。高职院校教师绩效评价制度存在制度安排缺失、忽视高职教师的专业性、忽视群体差异、评价指标体系缺乏效度、实施机制缺失等问题,降低了绩效评价的效率,违背了实施绩效评价的初衷。提高高职院校教师绩效评价制度的有效性,应通过确保制度的合法性、兼顾效率与公平、显性指标与隐性指标相结合、健全实施机制等多种措施来进行。
Teacher performance evaluation system （TPES） plays an important role in reform of post appointment system and performance wage system. Being lack of institutional arrangement, neglecting of higher vocational teachers＇ professional characteristics, ignoring the differences between different positions, the lack of validity of implementation mechanism, all influence the effectiveness of TPES in higher vocational college. To improve the effectiveness of TPES, these measures may be feasible, including ensuring the legitimacy of the system, giving consideration to efficiency and fairness, integrating the dominant index and recessive index, and improving the implementation mechanisms.
出处
《重庆高教研究》
2015年第4期75-79,共5页
Chongqing Higher Education Research
基金
广州市高职教育综合改革2013年攻关项目"高职院校教师绩效评价制度研究--以广州市属高职院校为例"(穗教高教〔2013〕22号)
关键词
高职院校
教师绩效评价制度
有效性
问题分析
制度变迁
higher vocational colleges
teacher performance evaluation system
effectiveness
problem analysis
institutional change
