| Private colleges and universities are an important part of higher education in China. Compare with public institutions of higher education, the management of the teaching team in private colleges and universities is more complex. In recent years, to improve the benefit of running a college, private colleges and universities have implemented a teacher performance pay system, so as to build a structurally balanced, stable and motivated team of highly skilled teachers. To put it another way, teachers’ payment is linked with the result of their performance evaluation, and the process and result of the teachers’ professional behavior directly affect their income. To develop a set of scientific and reasonable teacher performance evaluation system is the key and difficulty in the performance evaluation of private college teachers.However, there are many problems in terms of China’s private college teacher performance evaluation system, such as the assessment system being not reasonable, lack of diversified evaluation approaches, the unreasonable design of evaluation index, evaluation personnel being not professional, lack of humanistic care, poor feedback for evaluation result, etc., which have to some extent influence teachers’ enthusiasm. In view of the above situation, on the basis of relevant performance evaluation theories, in this article we adopt the literature method, interview and investigation method to analyze the present situation of performance evaluation of Xi’an Eurasia University and existing problems. According to the characteristics of Xi’an Eurasia University and the modern concept of performance management, and from such perspectives as the design of a scientific and reasonable evaluation system and a feasible evaluation standard, improvement of the assessment organization, paying more attention to the training of evaluation personnel and to the application of evaluation results, a scientific and regulated procedure system and countermeasures have been put forward. |
