A Study On The Performance Appraisal System Of Teachers On Annual Salary System In Z College

University teachers are the main force of basic research and the power source of innovative research.The quality of university teachers is closely related to the quality of higher education.High-level talents are the core elements and the first resources of the high-quality development of higher education.Under the background of the reform,in order to build a first-class professional teaching staff,colleges and universities have tried the annual salary system for teachers.After more than ten years of exploration and practice,the annual salary system of teachers in colleges and universities has begun to take shape,and has made some achievements,but still face the overall number of small,lack of incentive and innovation management system and other problems.At present,China is in a new period of deepening the reform of teachers’ evaluation in colleges and universities.Under this background,it is undoubtedly of great theoretical significance and practical value to investigate the current situation of teachers’ performance evaluation based on annual salary system,find out the problems and explore the causes,and then put forward suggestions to optimize the performance evaluation system of teachers based on annual salary system.The annual salary system is a special group of teachers who are managed by contract system and appointment system in colleges and universities,and whose salary is determined by annual assessment cycle.The annual salary system for teachers in colleges and universities is the general trend.Sure it for teacher performance appraisal status quo,this article selects the Z school it teachers’ performance appraisal system as the research object,on the basis of the framework of general university teachers performance appraisal system,and combining the releasing responsibilities and characteristics of teachers,compiled the question on Z school it teachers performance appraisal system construction of questionnaire and interview outline.Through the investigation of teachers and administrators of annual salary system in Z School,descriptive statistics and coding analysis of questionnaire data and interview records,it is found that the implementation effect of annual salary system for teachers in Z School is not good,and teachers are not satisfied with the subject,content,procedure and results of the assessment.There are some problems in the existing assessment system,such as insufficient attention to teacher participation by the main body of assessment,imperfect assessment content,unreasonable assessment index,rigid assessment procedure,lack of motivation and insufficient application of assessment results.In view of the current situation and problems of the performance appraisal system for teachers with annual salary system in Z School,in order to give full play to the incentive role of the performance appraisal system for teachers with annual salary system and improve the enthusiasm and initiative of teachers,Z School should optimize the existing appraisal system from the aspects of overall design,specific measures and safeguard measures.The optimization goal of Z School’s annual salary teacher performance appraisal system is to formulate the strategic development goals of the school,meet teachers’ development expectations and provide guidance for teachers’ career development.Therefore,Z School should improve the existing assessment system by improving the importance of the performance assessment of teachers on annual salary system,improving the assessment content,adjusting the assessment indicators,optimizing the assessment procedures and using the assessment results,and provide guarantee for the implementation of the performance assessment system in colleges and universities from the aspects of system,organization and culture.