中小学教师绩效考评团队结构:现状、问题与对策
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摘要
依据浙江省333名中小学教师的问卷调查结果,发现教师绩效考评团队结构存在一线教师占比低、行政管理人员影响过高、教师对目前绩效考评者专业能力认同度不高、绩效管理系统满意度低下、绩效薪酬激励效果弱化等问题.统计结果证实了教师绩效考评满意度显著地受考评团队结构、考评者素质及其对教师绩效熟悉程度的影响.按照目的导向型教师考评和考核效标导向型教师考评模式,分别构建教师资格考试、教师职业发展考评、社会荣誉称号考评、品质特征型教师考评、行为导向型教师考评、结果导向型教师考评六类团队结构考评方式;最后,提出完善教师绩效考评团队结构、强化考评者权重系统性理念、优化考评者权重结构策略等建议.
Based on the questionnaire survey of 333 teachers from the primary and secondary schools in Zhejiang province,this paper finds that the team structure of teacher performance evaluation has following problems: weak proportion of front-line teachers,too high influence of the administrative personnel,low recognition of professional competence of evaluators,low satisfaction of performance management system and weak incentive effect of pay for related performance. It is confirmed that the satisfaction degree of teacher performance evaluation is significantly affected by the team structure,the qualities of the evaluator and how well the evaluators know the teacher's performance. Focusing on the team structure of goal-oriented teachers' evaluation and the evaluation structure of performance criterion-oriented teachers,this paper discusses six relative models including teacher qualification examination,teacher career development,social honorary title evaluation,traits-oriented teacher evaluation,behavior-oriented teacher evaluation and result-oriented teacher evaluation. Finally,the paper comes up with several proposals on improving the team structure of teacher performance evaluation,the idea of strengthening the weight system of the evaluators,and the strategies for optimizing the weight structure of evaluators.
Based on the questionnaire survey of 333 teachers from the primary and secondary schools in Zhejiang province,this paper finds that the team structure of teacher performance evaluation has following problems: weak proportion of front-line teachers,too high influence of the administrative personnel,low recognition of professional competence of evaluators,low satisfaction of performance management system and weak incentive effect of pay for related performance. It is confirmed that the satisfaction degree of teacher performance evaluation is significantly affected by the team structure,the qualities of the evaluator and how well the evaluators know the teacher's performance. Focusing on the team structure of goal-oriented teachers' evaluation and the evaluation structure of performance criterion-oriented teachers,this paper discusses six relative models including teacher qualification examination,teacher career development,social honorary title evaluation,traits-oriented teacher evaluation,behavior-oriented teacher evaluation and result-oriented teacher evaluation. Finally,the paper comes up with several proposals on improving the team structure of teacher performance evaluation,the idea of strengthening the weight system of the evaluators,and the strategies for optimizing the weight structure of evaluators.
引文
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[5]王吉康.国际视野中教师评价特点及对我国校长评价教师工作的启示——基于2013年教与学国际调查项目[J].中小学教师培训,2016(6):65-69.
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[9]毛利丹.中小学教师评价研究——基于教师的视角[M].北京:中国社会科学出版社,2018.
[10]袁媛.义务教育质量由谁评价:现实与可能[J].现代教育管理,2012(12):61-64.
[11]刘莹,田晓红,杨卫东.基于教师专业发展的教师评价机制研究[J].教师教育论坛,2016,29(5):46-50.
[12]靳玉乐,郎园园.中小学综合素质评价主体选择问题探讨——基于利益相关者视角的分析[J].当代教育科学,2014(6):15-17.
[13]宁本涛.教师绩效工资实施的弱激励效应分析——以西部Q市Y区为例[J].中国教育学刊,2014(4):90-93.
[2]范先佐,付卫东.义务教育教师绩效工资改革:背景、成效、问题与对策——基于对中部4省32县(市)的调查[J].华中师范大学学报(人文社会科学版),2011,50(6):128-137.
[3]张忠山.上海市部分中学教师评价现状调查[J].上海教育科研,2006(10):46-48.
[4]张光进,廖建桥.我国知识员工绩效考核现状及启示[J].软科学,2013,27(2):104-108.
[5]王吉康.国际视野中教师评价特点及对我国校长评价教师工作的启示——基于2013年教与学国际调查项目[J].中小学教师培训,2016(6):65-69.
[6]PARKER J C.Career Ladder/Master Teacher Programs:Implications for Principals[M].Reston:the National Association of School Principals,1985.
[7]WELLS P.Policy Developments in the United States of A-merica[M]//LOKAN J,CKENZIE P.Teacher Appraisal:Issues and Practies.Radford House,Victoria:ACER.1989.
[8]CASTETTER W B.The Personnel Function in Educational Administration[M].5th.New York:Macmillan,1992.
[9]毛利丹.中小学教师评价研究——基于教师的视角[M].北京:中国社会科学出版社,2018.
[10]袁媛.义务教育质量由谁评价:现实与可能[J].现代教育管理,2012(12):61-64.
[11]刘莹,田晓红,杨卫东.基于教师专业发展的教师评价机制研究[J].教师教育论坛,2016,29(5):46-50.
[12]靳玉乐,郎园园.中小学综合素质评价主体选择问题探讨——基于利益相关者视角的分析[J].当代教育科学,2014(6):15-17.
[13]宁本涛.教师绩效工资实施的弱激励效应分析——以西部Q市Y区为例[J].中国教育学刊,2014(4):90-93.