Shandong Kevin Science And Technology Career Academy Performance Appraisal System Optimization Design

In recent years,with the rapid development of China's higher education,private colleges and universities have entered a period of rapid development.Private colleges and universities have greatly improved the scale and quality of running schools.Teachers as the main body of teaching work,teachers are the decisive factor to determine the quality of school teaching,talent quality,in short,the quality of teachers is an important factor affecting the core competitiveness of private colleges and universities.Therefore,actively mobilizing teachers' work enthusiasm,initiative and initiative is the focus that school administrators should pay attention to.After more than ten years of continuous development,Shandong Kevin Vocational College of Science and Technology has become a more standardized private vocational college,with certain achievements and advantages in personnel training.However,compared with other private colleges and universities located in the eastern university town of Jinan,there is still a big gap,especially in the construction of the faculty.Performance appraisal and management are the weak links affecting the construction of school teachers.Strengthening the research on the teacher performance appraisal system of Shandong Kevin Vocational College of Science and Technology has a positive effect on the stability of the teaching team and the cultivation of talents.At the same time,it can also form a good use of "the capable,the mediocre,the mediocre" in the school.Human mechanism plays an important role in stimulating teachers' knowledge renewal and scientific research enthusiasm.Taking Shandong Kevin Vocational College of Science and Technology as an example,this paper investigates the present situation of performance appraisal of teachers in Shandong Kevin Vocational College of Science and Technology by using the methods of questionnaire,literature analysis and theoretical analysis.It is found that there is a lack of scientific management in the performance appraisal system of teachers in this school,and that the appraisal index is not set up.Reasonable,the main body of the assessment is not perfect,the feedback effect of the assessment results is not good,and the responsibilities of teachers are not clear enough.Based on the current situation of Shandong Kevin Vocational College of Science and Technology,this study re-establishes the assessment objectives and principles,and on this basis,designs the main body,indicators,methods and results of performance appraisal in all aspects,and puts forward to strengthen leadership awareness,improve organizational security,and strengthen the gap with teachers.To improve the understanding,establish a school culture which complements the performance appraisal and other measures to assist the implementation of the optimization scheme of the performance appraisal system of Shandong Kevin Vocational College of Science and Technology.The scientific and perfect performance appraisal system is not invariable,but constantly developing,perfecting and improving.As a private college like Shandong Kevin Vocational College of Science and Technology,it has the dual nature of enterprises and institutions.Teachers' awareness of the market and competition is relatively weak.The real purpose of performance appraisal is to improve teachers' understanding of their own work and constantly improve their teaching level.To truly improve the performance appraisal of Shandong Kevin Vocational College of Science and Technology,we need to increase the publicity and education of performance appraisal,so that the whole staff can correctly recognize the importance of performance appraisal,actively cooperate and participate in the performance appraisal,improve their working ability,performance and work attitude,and better promote it.Enter the development of Kevin science and technology Career Academy in Shandong.