An Performance Appraisal System Of Teaching Staff In A Private College

Private higher education has obtained rapid development and great progress, and has become an important part of higher education system accompanied by the reform and opening up in more than 30 years in China. In particular, the state approved five private colleges and universities to have recruiting graduate student education qualification; this also promotes private higher education forward a big step China. However, the problems of the development of private colleges and universities, the management idea, the management level and the efficiency of management have not been solved. The existence of this phenomenon has been with the current state of the development of private colleges and universities, as well as the public's expectations of private colleges and universities are not compatible. In recent years, with the development and progress of the society and our country higher education development in the process of some new situations and new problems, my teachers in the university personnel system reform has been steadily, however, the performance appraisal system for teachers in Colleges and universities especially private college teacher performance appraisal system has with the continuous development of education management system and the law of education does not adapt, and even hinder the school teachers team construction and management.Therefore, it is very critical of how to optimize the existing performance appraisal system for teaching staff, in order to better meet and adapt to the continuous development of education practice, enhance the cohesion and competitiveness of the school.Based on the reviewing on domestic and foreign research results of university performance evaluation, the expectation incentive theory and comprehensive expectation model of Lawler and Potter the potter, Maslow's need hierarchy theory, Frum expectancy theory, Adams' s theory of Justice were studied in this paper. Taking A private college as an example, the paper analyzes the current situation of private colleges performance evaluation, and the result is that the current private colleges performance appraisal is unclear evaluation purpose, evaluation index system is not scientific, affected by the appraiser subjective factors, and the assessment results feedback is slow. According to the actual situation of A private colleges, on the basis of scientific theory and method of performance appraisal, the multiple dimensions of private college teachers performance evaluation are analyzed. Taking A private colleges for example, this paper put forward a set of private colleges performance evaluation index system, and demonstrated purpose and role of each index of the system. And then this paper proposes private college teacher performance evaluation methods, establishes the appraisal subject, builds the assessment method, designs the appraisal cycle, plans the assessment process, gives the implementation method, and builds the supporting measures. Finally, through the optimization of the performance assessment index system of a civilian run colleges and universities to achieve good interactive effect of performance appraisal, namely performance appraisal both conducive to the implementation of school goals and strategies, also can promote the development of teachers; the establishment of diversification, multi angle, composite type performance management system, possible to do assessment fairness, justice, scientific and reasonable; through real full 360 degree appraisal and reached to improve college teachers for the state and society culture of high-quality talents who have both ability and political integrity sense of mission.I hope this study will not only help promote the realization of the goal and strategic positioning of A private college, but also can provide reference for the similar colleges and universities, especially in the northwest region.