The Research Of Middle School Teachers’ Performance Evaluation

The object of education is human; the development of education is closely related to people’s development. Teachers are the key to education, to some extent determine the students’ physical and mental development. Objective evaluation of teachers’ work initiative, enthusiasm and sense of responsibility is an important factor affecting the quality of teachers’ work. To give teachers performance evaluation will be beneficial to improve the teaching work of initiative and enthusiasm, and urges teachers to strengthen the sense of responsibility and mission, is beneficial to improve the teaching quality of education, is advantageous to the healthy growth of the students, is conducive to the long-term development of the education in China.The research on the performance evaluation of teachers has an important significance. From the theoretical aspect, the teachers’ comprehensive quality determines the quality of physical and mental development of students; teachers’ work determines the students’ knowledge acquisition and healthy growth. One of the important factors for the quality of teachers is the initiative and enthusiasm of teachers. Performance evaluation has a positive and effective role for teachers, students and social. However, because of the short history, and the theoretical study is not deep, it makes the performance evaluation encounter bottlenecks. The purpose of this research is to sort out the teacher performance evaluation theory advanced, the existence question and the reason, current situation of junior high school teacher performance appraisal and, combined with Shishi Tianfu High School, so as to deepen the implementation of teacher performance evaluation problems in theory. Therefore, this research has important theory meaning.On the practical significance, from the Ministry of Education promulgated and implemented the "guidance for the implementation of performance pay in compulsory education schools", the schools everywhere actively carry out the teacher performance evaluation, but there are many problems in the process of practice:junior high school teachers’ salaries are generally low; performance salary imbalance is between regions, schools and jobs; performance pay implementation mechanism is not perfect and imperfect performance evaluation system etc.. It’s not enough to study the existing problems in the advice or strategy, because it’s not practical significance of reality. This study theoretically defined the basic cause of the problem, the problem is put forward, to resolve the tactics, to guide the reality to solve practical problems, therefore, it has important practical significance in this research.In the process of writing and research, the author adopts the methods of literature research, interview and comparative analysis.There are mainly two reasons for the author to choose this subject. On the one hand, our country is pushing forward the reform of public institution performance, and the research of the nonprofit organizations’performance like schools is fewer, especially because of the institutions’unique properties, which determine they cannot attach great importance to the financial profit targets and control the financial cost of health like enterprises. The characteristics of education career determine it can not only attach great importance to the target in the system engineering, but also needs to pay more attention to the process of development. On the other hand, the author is the middle school teacher, and he’s the object of performance evaluation system and he is also the MBA professional student, so he has some of his own thoughts and ideas for the performance evaluation system.In this paper, from the analysis of the background and significance of performance evaluation of middle school teachers, through the definition of the connotation and the structure of the performance evaluations of high school teachers, based on domestic and foreign advanced and mature of teachers’ performance evaluation in theory and comb. The research will take Shishi Tianfu High School for example to make further analysis of the causes of the problems.On the basis of the balanced scorecard and combined with the actual situation of Shishi Tianfu High School’s development goals, the author worked out the balanced scorecard which based on the four dimensions of the learning and growth, customer, internal process level and the teaching effect. And the author also confirmed the key indicators within four dimensions and each dimension on the target value. In the author’s opinion, the balanced scorecard will inevitably play a demonstration role and solve the drawbacks of the existing appraisal system.This paper consists six parts, the first chapter mainly introduces the research background, significance, methods and the research status in our country. The second chapter is the present situation of Chengdu City high school teacher performance evaluation, in this chapter, the author expounds the teacher performance evaluation of the ideal function, and introduces the present status of performance evaluation and the existing problems of general high school in Chengdu. The third chapter is the present situation of performance evaluation of Shishi Tianfu middle school, the analysis of the current problems of our performance appraisal system, and the reason of the problems. The fourth chapter is the idea of the Balanced Scorecard for teachers, in this chapter, the author analyzes the Balanced Scorecard in public institutions can be the reason of implementation, and the design of the sarcophagus Tianfu middle school performance appraisal table, for the target value and evaluation criteria are determined. The fifth chapter is our perfect performance evaluation mechanisms, the author proposes problems it may have, and puts forward some measures to improve the performance evaluation system.The innovation of this paper lies in the application of Balanced Scorecard to the performance management in middle school, and according to its principle developed new dimensions and weights of the deficiencies in the performance evaluation system; the author worries that new quantitative indexes are definite, that will be the catalyst of examination oriented education.