Optimize The Study Of Junior High School Teacher Performance Management System

From January 1,2009,in order to improve the treatment of teachers,promote education equilibrium and reform education system,the teacher performance salary system began to be implemented in the national education study.For decades,local education authorities have introduced various policies to implement performance salary system reform,but how the performance salary reform system operated and whether the current junior middle school teachers' performance management system was reasonable,whether the system got teachers' recognition and satisfaction,how to get ascension for teachers in the current operation mode of the performance salary management system,how to optimize the performance management and appraisal,these are the focus in the study of this article.Performance appraisal model derived from the enterprise,in the enterprise use and obtained very good effect.In view of the performance concept of this theory in the history and development process of enterprise in our country,this article has made the simple introduction and sortation.Running and domestic performance salary reform of primary and secondary schools are introduced,and then focuses on the development of the teachers' performance.This article also sets a junior middle schools in Heze city as an example,through the way of questionnaire,analyzes the teachers' performance management in the implementation process of performance indicators is not reasonable,staff power supply problems such as insufficient degree of stimulation.Use KPI+360 to combine performance management mode."Performance" and "effect" with performance distribution plans to be implemented by the performance evaluation indicators.Through the two system's construction,this way can effectively solve the contradiction between workload and performance.Finally,the strategy of optimizing performance management system is put forward.The basic salary of the teacher belongs to the fixed income,and the other floating management is the performance salary and bonus.The performance pay isthe main part.So in order to make most of the teachers engage in work within the scope of the limited disposable resources and improve the work efficiency,we need to implement a set of scientific and reasonable performance wage system.But,as a non-profit jobs,school teacher's job is hard to use a quantitative index to evaluate its performance,implementing performance salary system,so this factor derived a lot of problems hindering the development of the performance salary for most of the schools because schools lack of executable fixed standards.In many places,the performance management and examination become a mere formality,can't be effectively applied to the teaching work.Through the analysis of performance management concepts,the theoretical knowledge,and investigation of current performance appraisal plan,this article optimizes the current performance appraisal system and the original performance appraisal.It regards volume and intensity of work,technical content as the benchmark coefficient of jobs,sets up post coefficient gradient,completes the elaboration to the post allocation scheme.The volume distribution and job allocation are one-to-one correspondence of wages and improves the performance ladder disparities in education levels in ascension.In the performance of the scheme based on the post coefficient,it makes the distinction between fixed factors and dynamic indicators completion of decomposition.Based on the dynamic evaluation of key performance indicators(KPIS),it sets up the teacher performance appraisal system with schools,level,level according to the target indicators completion effective play performance-related pay "float" concept.