mproving teachers’ performance evaluation and promoting teachers’ professional development

2012, to promote the fine management, improve staff annual performance appraisal work working mechanism, promote the professional development of teachers, the Education Bureau of Xining City formulated the "Xining City Bureau of education directly under the school staff Interim Measures" annual performance appraisal work, from the examination mechanism, examination oriented, project appraisal, assessment procedures etc. do the detailed provisions, which laid a solid foundation for the teachers’ performance appraisal work in the next step

2012, in order to promote the fine management, improve staff annual performance appraisal work working mechanism, promote the professional development of teachers, the Education Bureau of Xining City formulated the "Xining City Bureau of education directly under the school staff Interim Measures" annual performance appraisal work, from the examination mechanism, examination oriented, project assessment, assessment the program made detailed provisions, which laid a solid foundation for the teachers’ performance appraisal work in the next step.

first, improve the understanding of the performance appraisal of teachers, clear why".

in the "approach", focusing on the organic combination of teacher performance evaluation and professional development, the establishment of performance evaluation based on the development of teacher evaluation model. Teachers can not only feel the pressure of performance appraisal, but also develop their own education and teaching level. Performance evaluation is no longer a simple evaluation of teachers’ rewards and punishments, more attention is paid to the rational analysis and use of the results of the examination, to find the direction of the professional development of teachers. Students’ academic achievement and the rate of entrance examination is no longer the key to the performance appraisal of teachers, and the results of performance evaluation become the comprehensive embodiment of teachers’ workload and professional ethics, work performance and work performance. Teachers in accordance with their own performance evaluation results, with the help and support of the school, targeted to put forward their own professional development plan and pay for the implementation, thereby establishing a virtuous cycle, incentive mechanism.

two, refine the teacher performance appraisal project, clear what to test

The "measures" in the

performance appraisal project is divided into occupation morality, job performance and job performance in three categories, highlighting the teachers’ moral character, ability, knowledge, performance requirements, the specific contents and methods of teachers and the corresponding post properties, characteristics, functions, corresponding. The "measures" stressed that the implementation of the "primary and secondary school teachers occupation ethics" of the occupation morals mainly examines teacher; job performance mainly examines the teacher teaching ability, research ability and the performance of the "teacher", "Compulsory Education Law" provisions of the obligation of teachers; work performance mainly examines the teaching effect of the teachers, teaching and research achievements, education the effectiveness of professional development, case. This approach allows teachers to clear what should be done in their respective positions, and combined with their own actual clear focus on what to do.

three, strict teacher performance appraisal procedures, clear how to test

"approach" focus on practical, simple, easy to operate the principle of work. The performance evaluation of teachers is combined with the evaluation of leaders and the masses, and the combination of qualitative assessment and quantitative assessment is the combination of process assessment, term assessment and school year assessment. In charge of performance appraisal;

2012, to promote the fine management, improve staff annual performance appraisal work working mechanism, promote the professional development of teachers, the Education Bureau of Xining City formulated the "Xining City Bureau of education directly under the school staff Interim Measures" annual performance appraisal work, from the examination mechanism, examination oriented, project appraisal, assessment procedures etc. do the detailed provisions, which laid a solid foundation for the teachers’ performance appraisal work in the next step

2012, in order to promote the fine management, improve staff annual performance appraisal work working mechanism, promote the professional development of teachers, the Education Bureau of Xining City formulated the "Xining City Bureau of education directly under the school staff Interim Measures" annual performance appraisal work, from the examination mechanism, examination oriented, project assessment, assessment the program made detailed provisions, which laid a solid foundation for the teachers’ performance appraisal work in the next step.

first, improve the understanding of the performance appraisal of teachers, clear why".

in the "approach", focusing on the organic combination of teacher performance evaluation and professional development, the establishment of performance evaluation based on the development of teacher evaluation model. Teachers can not only feel the pressure of performance appraisal, but also develop their own education and teaching level. Performance evaluation is no longer a simple evaluation of teachers’ rewards and punishments, more attention is paid to the rational analysis and use of the results of the examination, to find the direction of the professional development of teachers. Students’ academic achievement and the rate of entrance examination is no longer the key to the performance appraisal of teachers, and the results of performance evaluation become the comprehensive embodiment of teachers’ workload and professional ethics, work performance and work performance. Teachers in accordance with their own performance evaluation results, with the help and support of the school, targeted to put forward their own professional development plan and pay for the implementation, thereby establishing a virtuous cycle, incentive mechanism.

two, refine the teacher performance appraisal project, clear what to test

The "measures" in the

performance appraisal project is divided into occupation morality, job performance and job performance in three categories, highlighting the teachers’ moral character, ability, knowledge, performance requirements, the specific contents and methods of teachers and the corresponding post properties, characteristics, functions, corresponding. The "measures" stressed that the implementation of the "primary and secondary school teachers occupation ethics" of the occupation morals mainly examines teacher; job performance mainly examines the teacher teaching ability, research ability and the performance of the "teacher", "Compulsory Education Law" provisions of the obligation of teachers; work performance mainly examines the teaching effect of the teachers, teaching and research achievements, education the effectiveness of professional development, case. This approach allows teachers to clear what should be done in their respective positions, and combined with their own actual clear focus on what to do.

three, strict teacher performance appraisal procedures, clear how to test

"approach" focus on practical, simple, easy to operate the principle of work. The performance evaluation of teachers is combined with the evaluation of leaders and the masses, and the combination of qualitative assessment and quantitative assessment is the combination of process assessment, term assessment and school year assessment. In charge of performance appraisal;

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