The Study On Optimization Of Teacher’s Performance Appraisal System In Private Xi’an JT College

Private Colleges and Universities are an important part of higher education in China. In recent years, private colleges have undergone a rapid development and the enrollment has increased in a large scale, causing the promotion of the teaching quality to be ignored. As a private college, Xi’an JT College which has also recognized this problem puts forward the connotative development strategy to promote transformation and upgrading. The college hopes to gradually improve the teaching quality and then enhance its comprehensive competitiveness by cultivating a group of high-quality teachers. Normalized teacher’s performance appraisal system plays an active role in promoting teachers’personal development and achieving the college’s strategy.This paper thoroughly and deeply analyzes the existing problems of performance appraisal system in Xi’an JT College by using the method of system analysis. It has summed up the problems of the current system, including the improper understanding of the management, formalism of the performance appraisal, incomplete design of the performance evaluation index, the lack of an effective performance coaching and communication, nonstandard implementation process, the lack of effective feedback mechanism, using single means of the evaluation results, etc. On the basis of actively listening to the views of the stakeholders in teacher’s performance evaluation, the key performance indicators that comprehensive quality, teaching, research and social work-4 first-grade indicators and 11 second-grade indicators are established after having combined with the expert advices on evaluation method. Then the index weight is calculated by using the Analytic Hierarchy Process. A set of basic college teacher’s performance appraisal program is formed by designing reasonable performance evaluation process, feedback and grievance mechanisms, and application range of evaluation results.The optimized college teacher’s performance appraisal program solves many problems existing in the current system, forms a virtuous cycle of performance management, and also has certain reference significance for the teacher’s performance appraisal system of other private colleges and universities. In practical applications, the teacher’s performance appraisal needs to combine with other job performance evaluation, department performance evaluation and various supervisory work of college, to give full play to the incentive functions of the performance appraisal.