【作者】 赵娟；

【导师】 刁哲军；

【作者基本信息】 河北师范大学 ， 教育（专业学位）， 2020， 硕士

【摘要】 当今时代是人才竞争的时代,国家发展及进步离不开人才,其立国之本在于人才,国家的昌盛兴衰与人才密切相关。培育人才的核心途径及方法就是教育,教师属于教育体系之中关键性主体,属于教育的执行者。人才培养质量直接决定于各个教师在教学方面的质量。而职业学校的教师属于学生步入社会之后的人生导师,职业教育的重点工作就是吸纳教学人才,从而构建强大的师资队伍。职业学校教师的薪酬管理和学校吸纳及鼓励科研人才紧密相连,伴随职业中专教师薪酬机制的进一步发展及演进,绩效工资与所有薪酬的比例已超过30%。因此,建立更加科学、合理,且能够调动教师积极性的职业中专教师绩效考核指标体系至关重要。文中以激励保健理论、人际关系理论和目标管理理论作为理论依据,通过问卷调查法来对莱西市职业中等专业学校学校教师的绩效考核现状进行调查,发现了现有的绩效考核存在诸多的不足,并就此应用层次分析法(AHP)对教师绩效指标体系进行了重建,以此来满足教师绩效考核的现实需求。研究结论:(1)通过问卷调查法对莱西市职业中等专业学校学校的教师绩效考核现状进行调查,发现绩效考核存在考核目标不明确、内容缺乏侧重点、指标设计缺乏科学性、考核缺乏沟通与反馈、考核结果运用不足等方面的问题。究其原因是高层领导对于绩效考核重视不足、绩效考核内容与教师需求不符、绩效考核指标缺乏科学性、绩效沟通机制不畅、绩效考结果得不到有效运用等原因造成的。(2)要想使教师的绩效考核更加科学合理,那么就需要构建新的绩效考核指标体系。从众多考核方法中选择层次分析法(AHP),将莱西市职业中等专业学校学校教师绩效考核分成道德素养、教学能力、科研能力、学习能力、技能水平这五大指标。其中子指标中“具备中职技能型职业教育能力、具备中职课程实践教学技能、具备中职课程理论教学技能”是作为本文指标体系的创新点。然后,建立指标评价模型,通过征询专家意见来确定判断矩阵,计算出各个指标权重和一致性检验。并将建立的指标体系应用到实际案例中去,结果表明应用层次分析建立的莱西市职业中等专业学校学校教师绩效考核指标体系,更具体化、更合理化。学校可以根据评价结果应用于教师的升迁、薪酬档次的定位等,为学校的人力资源管理者提供重要的参考依据。(3)针对莱西市职业中等专业学校学校教师绩效考核指标体系存在的不足,结合新考核指标体系方案,提出了相应的解决措施:认为需要将考核目标分解到位,明确教师绩效考核内容与周期,对考核指标进行动态调整,还要明确教师绩效考核方法与考核主体的确定,做到使考核过程更加的客观性、公开以及公正性,另外还需要建立良好的绩效考核沟通与反馈机制,重视结果反馈应用,从而发挥出新的绩效考核指标体系的积极作用。更多还原

【Abstract】 Today’s era is the era of talent competition.The development and progress of a country cannot be separated from talents.The foundation of its establishment lies in talents.The prosperity of a country is closely related to talents.The core way to cultivate talents is education.Teachers are the key subjects in the education system and the executors of education.The quality of personnel training is directly determined by the quality of each teacher in teaching.The teachers of vocational schools belong to the life tutors after the students enter the society.The key work of vocational education is to absorb teaching talents,so as to build a strong teaching staff.The salary management of vocational school teachers is closely connected with the recruitment and encouragement of scientific research talents.With the further development and evolution of the salary mechanism of vocational secondary school teachers,the proportion of performance salary and all salaries has exceeded 30%.Therefore,it is very important to establish a more scientific and reasonable performance evaluation index system which can mobilize teachers’ enthusiasm.Based on the theory of incentive health care,interpersonal relationship and goal management,this paper investigates the current situation of teachers’ performance appraisal inLaixi vocational secondary school by questionnaire,finds out many shortcomings in the existing performance appraisal,and applies AHP to reconstruct the teacher performance index system,so as to meet the needs of teachers’ performance The actual needs of assessment.Research conclusions:(1)through the questionnaire survey on the current situation of teachers’ performance appraisal inLaixi vocational secondary school,it is found that there are some problems in the performance appraisal,such as unclear appraisal objectives,lack of focus,lack of scientific index design,lack of communication and feedback in the appraisal,and insufficient use of the appraisal results.The reason is that senior leaders pay less attention to performance appraisal,the content of performance appraisal is not consistent with teachers’ needs,the performance appraisal indicators are lack of science,the performance communication mechanism is not smooth,and the results of performance appraisal are noteffectively used.(2)In order to make teachers’ performance appraisal more scientific and reasonable,we need to build a new performance appraisal index system.AHP is selected from many assessment methods,and the performance assessment of teachers in Laixi vocational secondary school is divided into five indicators: moral quality,teaching ability,scientific research ability,learning ability and skill level.Among the sub indicators,the innovation of the indicator system of this paper is "to have the vocational education ability of secondary vocational skills,to have the practical teaching skills of secondary vocational courses,to have the theoretical teaching skills of secondary vocational courses".Then,the index evaluation model is established,the judgment matrix is determined by consulting experts,and the weight and consistency test of each index are calculated.The results show that the performance evaluation index system of teachers inLaixi vocational secondary school is more specific and reasonable.According to the evaluation results,the school can be applied to the promotion of teachers,the positioning of salary level,etc.,providing important reference for the school’s human resource managers.(3)In view of the shortcomings of teachers’ performance evaluation index system in Laixi vocational secondary school,combined with the new evaluation index system scheme,the corresponding solutions are put forward: it is necessary to decompose the evaluation objectives in place,define the content and cycle of teachers’ performance evaluation,adjust the evaluation indexes in action,and define the methods and subjects of teachers’ performance evaluation,so as to achieve the goal of examination The nuclear process is more objective,open and fair.In addition,a good performance appraisal communication and feedback mechanism should be established,and the application of results feedback should be emphasized,so as to play a positive role in the new performance appraisal index system.更多还原