摘要
教育水平决定了国家的发展潜力和前景。当前社会对学校的要求越来越高，学校只
能不断提高教学质量和教师素质来进行应对。教师绩效评价作为一项重要的措施逐渐扩
大了在学校的应用，改变了我国传统的以学生成绩作为评价标准的模式。绩效评价看重
教师实际的工作能力，包括课堂掌控、团队合作、情感培养等方面。通过绩效评价能够
让教师发现自身不足加以改进，推动教师整体素质的提高，促进学校教育事业的发展，
满足了时代对学校的要求

本文通过问卷调查等方法对 hzl 小学当前的教师绩效评价进行了摸底和分析。通过
对 hzl 小学进行实地调查分析，发现 hzl 小学实施教师绩效评价过程中在对绩效评价的
认识、评价人员的结构组成、评价要点、评价标准、绩效评价的反馈等方面存在一些值
得改进的地方，并通过理性分析，一定程度上了解我国当下绩效评价在小学的实施过程
中存在问题的主要原因有：对绩效管理培训的力度不够、考核主体缺失、评价方法过于
单一、绩效考核体系不科学、缺乏完善的评价反馈机制和监督机制。最后提出了适合我
国小学教师绩效评价的优化建议，具体有：加强对教师绩效管理的认识，健全绩效考核
评价主体，完善教师绩效评价机制的评价方法，优化教师绩效考核体系，建立有效的监
督制度和反馈机制

关键词 小学教师；绩效评价；评价指标；对策建议；反馈机制II
Abstract
The education level determines the development potential and Prospect of the country. At
present, the society is more and more demanding on the school, the school can only im prove
the quality of teach ing and th e quality of teachers. As an important measure, teacher
performance evaluation has gradually expanded its application in schools and changed the
traditional mode of taking studen ts&39; achievements as the evalu ation criteria. Performance
evaluation focuses on Teachers&39; practical ability, including classroom control, teamwork, and
emotional training. Through the performance evaluation, teachers can find their own problems
to improve, promote the im provement of th e overall q uality of teachers, p romote the
development of school education, to meet the requirements of the times to the school.
Through the questionnaire su rvey method of prim ary school HZL current teacher
performance evaluation carried out and analysis . Through the field investigation and analysis
of the HZL primary school, prim ary school teachers in the im plementation of HZL
performance evaluation in the process of pe rformance evaluation of knowledge, evaluation
personnel structure, assessm ent and evaluation standard, performance evaluation feedback,
there is room for improvement, and through rational analysis, to a certain extent, to understand
the causes of the problems in the implementation process of the current performance evaluation
of primary school in our country: the performance management training is not enough, lack of
assessment of the main evaluation methods are too simple, the performance appraisal system is
not scientific, the lack of perfect evaluation and feedb ack mechanism and supervis ion
mechanism. Finally put forward the optim ization suggestions for teacher perfor mance
evaluation in prim ary school in our country specifically: strengthen the understanding of
teachers&39; performance management, improving performance evaluation subject, evaluation
methods of im proving the evaluation m echanism of teachers&39; performance, optimizing the
teacher performance appraisal system, establish an effective supervision system and feedback
mechanism.
Key words：primary school teachers; Performance evaluation;Evaluation system Evaluation
index; Countermeasures and suggestionsIII
目 录
摘要··I
第1章 绪 论·1
1.1 选题选由 ·1
1.2 研究的意研 2
1.2.1 理论意研 2
1.2.2 现实意研 2
1.3 国内外研究国国·· 2
1.3.1 国外教师绩效评价研究现国··2
1.3.2 国内教师绩效评价研究现国··3
1.3.3 研究国评 4
1.4 研究方法和研研·· 4
1.4.1 研究方法 4
1.4.2 研究研研和技研研研··5
第2章 教师绩效评价教国7
2.1 相关教相相定 ··7
2.1.1 绩效 ··7
2.1.2 绩效评价 7
2.1.3 教师绩效评价··8
2.1.4 小学教师绩效评价9
2.2 绩效评价的相关理论9
2.2.1 需要理论 9
2.2.2 公平理论 9
2.2.3 归因理论 ·10
2.2.4 激激理论 ·10
2.2.5 目标目目理论 10
2.3 本章小结 ··10
第3章 hzl小学教师绩效评价现国分析·11
3.1 hzl小学的小本教小· 11
3.2 hzl小学绩效评价制定的原小11
3.3 hzl小学绩效评价的主体·
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