Performance Appraisal Of Professional School Staff

With the development of higher education reformation since 1990s, the personnel policy of universities gained much achievement: human resource concept formed, more competition and motivation introduced, better organization. But many problems still should be paid much attention because of the existing conventional personnel management, after many years expansion of enrolment, the rate of student vs. teacher have run up to 18.22:1, many schools are short of teachers, management team of universities are lack of efficiency, attitude of working still unchanged, also some school have a surplus of general teachers and short of talents, junior teachers works too much but senior teachers take less job, surplus of teachers who can only teach and lack of teachers who can do science research. Furthermore some new professional class and fundamental class need more teachers, much should be done to make the all the resources suitable and reasonable. The performance appraisal affects the reformation of universities, so it's very necessary to explore how to perfect the performance appraisal in theory and practice.In this paper, the theory about performance appraisal are discussed first, then systematically demonstrate the situation and weakness of higher professional school personnel performance appraisal, investigate the current appraisal measures: key performance index, objective management, conditions of 360°appraisal, establish the key performance appraisal system using the 360°appraisal. And get some proposals about the achievements of performance appraisal keep professional schools durated development.