中小学教师绩效管理现状与改革研究

近年来，随着社会各界对教育事业的日益重视，特别是对中等教育的投入力度和政策扶持均不断加大，为了能够进一步强化自身竞争优势，在激烈的竞争中抢得先机，学校必须进一步加强绩效管理，以有效发掘教师的潜能，充分发挥主观能动性，提高其教学工作的积极性和创造性，创造更好的教学绩效，同时让教师参与到绩效管理的过程中，也将满足教师受尊重的情感需求，充分体现学校以人为本、以教师为本的管理理念，促进教师不断提高其自身素质水平，增强个人综合实力，更好地完成社会赋予的神圣使命。绩效管理是人力资源管理的核心环节，它的有效实施也将有助于人力资源其他职能的实现。
然而，目前我国教师绩效管理尚处于萌芽阶段，缺乏从理论到操作系统的指导。因此，中小学教师绩效管理没有发挥其预想的效果，反而存在一系列问题如在价值层面上忽视价值导向；在目标层面上缺乏科学定位；在实践层面上主观主义严重；在管理层面上主客体互动不够；在操作层面上重奖惩轻改进等，因此研究中小学教师绩效管理理论，有效地解决目前教师绩效管理中存在的问题有着必要的现实意义。

关键词：中小学教师；绩效管理；绩效评价；目标管理

Abstract

In recent years，with the community's increasing emphasis on education，especially secondary education and policy support both input and continue to increase， in order to further strengthen their competitive advantage in the competition to seize the initiative，schools must to further strengthen performance management in order to effectively explore the potential of teachers，give full play to the initiative to improve their teaching enthusiasm and creativity to create a better teaching performance，while allowing teachers to participate in the performance management process，will also meet the teachers respected emotional needs，fully embodies the people-oriented schools，teacher-oriented management philosophy，promote teachers to improve their own quality，and enhance overall strength of individuals，to better accomplish the sacred mission entrusted by society. Performance management is a core part of human resource management，and its effective implementation will also help to achieve other functions of human resources.
However，the performance management of teachers is still in its infancy，the lack of theoretical guidance to the operating system. Therefore， performance management， teachers did not play the desired results，but there is a range of issues such as the level of neglect in the value of the value-oriented; in the target level，the lack of scientific orientation; in practice the level of subjective serious; in the management level of subject and object Interaction is not enough; the operational level，the light weight and improvement of incentives，so theoretical performance management of teachers to effectively solve the performance management of teachers had problems in the necessary practical significance.

Key Words: Teachers; performance management; performance evaluation; target management

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