On The Justice Of The Teachers' Performance Appraisal In The Newly Built Application-Oriented Universities

With the further implementing of the performance pay system in China, the teachers' performance appraisal system and the teachers'performance pay system are established in most universities in China. Generally, the current teachers'performance appraisal systems are assumed to be objective, fair and accurate, because of the standards and indicators ranging from teaching performance, research work, and discipline development to the students' performance. However, the teachers'performance appraisal systems in Chinese universities are doubted and criticized, without applause and trust. Many teachers in survey assumed the indicators and the results of the current performance appraisal systems are partial.What's worse, the reality and the situation in our universities are quite complicated. These universities, academic---based, teaching---based and application---oriented, have their own features, specialties and different developing targets. Unfortunately, most universities apply the similar performance appraisal systems. These systems lead to more partial and irrational results.Considering above phenomena and problems, the paper, aiming at the justice and fairness and relying on the instrumental reason and John·Rawls's justice theory, takes the Q University as sample to analyze the indicators and problems of the teachers'performance appraisal system in the newly built application-oriented universities, and put forward relevant approaches.To Begin with, the paper analyze the details and the indicators of the teachers' performance appraisal system in Q University, and the results of questionnaire survey to demonstrate many problems, such as the insufficient knowledge about the fairness and the fair appraisal, the complicated indicators, the negative utilitarianism, the lack of application---oriented indicators, the lack of difference principles and the lack of incentive mechanism. Moreover, the paper analyze the related reasons, including unclear understanding of the features of application---oriented universities, the cult of efficiency, the cult of instrumental reason, the ignorance of difference principles and the incentive principles. Finally, based on survey and the analysis of the appraisal indicators in Q University, the paper, with the guidance of justice theory, puts forward new application---oriented performance appraisal system in Q University. These approaches include the application—oriented appraisal indicators, the establishment of self—evaluation system, the teachers' grievance system, the application of start justice and the difference principles, and the incentive mechanism to inspire most teachers.