对小学教师绩效考核工作的个案研究

发布时间：2018-04-19 01:24

本文选题：小学 + 教师　；参考：《内蒙古师范大学》2016年硕士论文

【摘要】：2008年12月23日,国务院和教育部相继颁布文件,针对教师的收入分配和管理体制提出了关于绩效工资和绩效管理的指导意见,指出做好教师绩效考核工作是实施绩效工资制度的必然要求,而考核的结果是绩效工资分配的主要依据。绩效考核本是企业进行绩效管理进程当中所使用的一种手段,它属于管理学的范畴,19世纪中后期,它起源于英国的文官制度改革,后来美国等西方国家进行效仿和改进将其逐步推广到公务员管理和企业管理两个领域。20世纪上半叶,欧美等国家又将绩效考核引入了教育领域,进行了理论上的研究和实践上的个别尝试。20世纪90年代,针对教育领域教师的绩效考核研究在我国逐渐兴起。从2009年起,陕西省榆林市实验小学实施了教师的绩效考核工作。几年来,该校教师绩效考核工作实施的情况如何,积累了哪些经验,取得了怎样的成效,还存在哪些问题,导致问题的原因是什么?带着这些问题,本研究以陕西省榆林市实验小学为对象,运用文献法、个案研究法、问卷调查和访谈等方法,对该校教师绩效考核的实施情况进行了深入的研究。研究的过程中,笔者结合自身从事单位劳资管理工作中积累的经验,长期跟踪并亲历了实验小学的绩效考核工作,对该校这项工作的发展变化全过程有比较全面的了解,因此将其作为个案研究的对象。本论文主要分为六个部分:首先,从研究的目的与意义、国内外研究概况入手。其次,从实验小学的基本情况、教师绩效考核存在的问题结合调查问卷和访谈分析、归纳出造成问题的原因主要有:学校绩效考核主体单一,绩效考核宣传培训不到位,学校评价体系不完善、不科学,考核参考依据的精细化程度不够,教师对绩效工资的政策理解有误区,主要领导重视支持不够、缺乏担当精神等等。最后,针对存在的问题,从小学教师绩效考核的原则出发提出了加强学校领导者的重视和支持;绩效考核的设计上要兼顾定性和定量;增进考核主体的多元化,提高评价指标的科学性;达成考核机构的公平公正和透明高效;及时合理进行绩效考核结果的反馈;完善激励机制,狠抓工作落实等对策建议。希望通过本研究不仅可以为实验小学进行绩效考核提供一些有益的建议和参考;更重要的是希望自己的研究能够帮助并推广到榆林市的其他小学。
[Abstract]:On December 23, 2008, the State Council and the Ministry of Education successively issued documents providing guidance on performance pay and performance management for teachers' income distribution and management system.It is pointed out that the performance appraisal of teachers is the inevitable requirement of implementing the performance pay system, and the result of the appraisal is the main basis for the distribution of the performance pay.Performance appraisal is a kind of means used in the process of enterprise performance management. It belongs to the category of management. It originated from the reform of civil service system in Britain in the middle and late 19th century.Later, the United States and other Western countries followed and improved to gradually extend it to the two fields of civil service management and enterprise management. In the first half of the 20th century, countries such as the United States and Europe introduced performance appraisal into the field of education.In the 1990s, the research on the performance appraisal of teachers in the field of education gradually rose in our country.Since 2009, the performance evaluation of teachers has been implemented in Yulin Experimental Primary School, Shaanxi Province.Over the past few years, the implementation of the school's teacher performance appraisal how the situation, accumulated what experience, what has been achieved, what problems exist, what is the cause of the problem?With these problems, this study takes Yulin City Experimental Primary School in Shaanxi Province as the object, using the methods of literature, case study, questionnaire investigation and interview, etc., to conduct a deep study on the implementation of the performance appraisal of teachers in this school.In the course of the research, the author combined with the experience accumulated in the management of labor and capital of the unit, followed and experienced the performance appraisal work of the experimental primary school for a long time, and had a relatively comprehensive understanding of the whole process of the development and change of this work in this school.Therefore, it is regarded as the object of case study.This paper is divided into six parts: first, the purpose and significance of the research, domestic and foreign research situation.Secondly, from the basic situation of experimental primary school, the problems of teachers' performance appraisal combined with questionnaire and interview analysis, the main reasons are summarized: the main body of school performance appraisal is single, the performance appraisal propaganda training is not in place.The school evaluation system is imperfect, unscientific, the level of examination reference is not enough, the teachers have misunderstandings on the policy of performance pay, the main leaders pay less attention to support, lack of the spirit of responsibility and so on.Finally, according to the existing problems, starting from the principle of performance appraisal of primary school teachers, this paper proposes to strengthen the attention and support of school leaders; to design performance appraisal to give consideration to both qualitative and quantitative; to enhance the diversity of the main body of assessment.To improve the scientific evaluation index; to achieve fair, fair, fair and efficient evaluation institutions; timely and reasonable feedback on the results of performance appraisal; to improve the incentive mechanism, work hard to implement and other countermeasures.It is hoped that this study can not only provide some useful suggestions and references for the performance appraisal of experimental primary schools, but also help and extend the research to other primary schools in Yulin City.
【学位授予单位】：内蒙古师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G627.2

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