教师评价是加强师资队伍建设的重要措施，是保证和提高教师质量的重要手段，是 学校管理的重要组成部分。目前我国中学教师评价制度在评价目的、内容、主体、方式 上过于单一，存在着比较严重的应试化倾向，奖惩性教师评价占据主导地位，发展性教 师评价举步维艰，学校的教师评价制度改革与素质教育要求的目标还有很大的距离。着 力构建符合教育教学和教师成长规律、导向明确、标准科学、体系完善的教师绩 效考核评价制度既是学校科学管理的要求，也是当前义务教育学校实施绩效工资政 策的现实要求。 通过对奖惩性与发展性教师评价制度的理论基础、评价目的、评价功能、评价方向、 评价主体、评价关系、评价结果、评价标准、评价过程、评价类型和方法十个不同之处 及相同之处的比较研究和对我国当前奖惩性与发展性教师评价制度应用现状的研究，认 为无论是发展性评价还是奖惩性评价都有它适用的条件，他们均具有促进教师发展的功 能，对于提高办学质量都是必要的，它们之间是可以有机结合、互相补充的。应根据学 校的实际情况和学校不同时期不同的评价目的选择不同的评价制度及其不同深度的整 合，建立适合学校发展的科学的中学教师评价制度。 运用科学的中学教师评价制度理念从评价目的、评价功能、评价方向、评价主体、 评价关系、评价结果、评价过程、评价类型和方法八个不同的角度解读了当前义务教育 学校绩效工资的实施政策，并考虑将统一性与区别性评价标准相结合；单维度与多维度 评价内容相结合；形成性评价与阶段性评价相结合；自评与他评相结合；定量与定性评 价方法相结合；奖惩激励与促进教师成长评价结果的使用相结合，建立适合学校发展的 科学的中学教师评价制度和奖励性绩效工资实施方案，以求解决当前中学教师评价存在 的问题，激发教师工作积极性，顺利实施绩效工资，促进学校的科学管理、新课程改革 的深入和教师队伍的专业成长，实现教师评价的根本目的。 关键词，中学；教师；奖惩性评价；发展性评价；绩效工资Abstract The evaluation of teachers is a most important measure to strengthen the construction of the group of teachers ,as well as an important means of guaranteeing and improving the quality of teachers ．It is also part of school management ．At present , simplification still lies in the intention ,content , main body and means of the evaluation system of middle school teachers in China． There is quite serious tendency of examination ,and the evaluation system of rewards and penalties of teachers plays a predominant role ．It is difficult to evaluate teachers in a scientific way ．Obviously , there is still great distance between the reform of school’s evaluation system and the required goals of quality education ．It is not only the requirement of school management to construct an evaluation system of performance, which is in accord with rules with a scientific standard and improved system, but also the requirement of reality to call for carrying out the policy of merit pay in the current compulsory education schools ． By comparing the differences between the evaluation system of rewards and penalties and developmental system in theory basis ,purposes ,functions ,directions ,main body ,relationship ,results, standards , process ,types and methods ,and through the study on the present application of system of rewards and penalties and developmental system, It is considered that both the evaluation of developmental system and the system of rewards of penalties have their suitable conditions ．They both can push the development of teachers and become necessary to improve the quality of education ．It is possible for them to combine with and relatively complement each other ．Thus , different evaluation system should be chosen according to the reality of schools and different evaluation purposes of different periods and a scientific evaluation system of middle school teachers ,which is suitable for the development of schools ,will be set up ． The policy in practice of merit pay in the current compulsory education schools is to be deciphered in the aspects of purposes ,functions ,directions ,main body , relationship, results ,process ,types and ways of evaluation ． and also take into consideration the combination of united evaluation and distinguishing evaluation; the combination of the single dimension evaluation and the multi-dimension evaluation ;the combination of formative evaluation and evaluation in stage; the combination of self-evaluation and evaluation by others ;the combination of quantitative evaluation and qualitative evaluation ； the combination of rewards and penalties and the evaluations that help the growth of teachers ,through which a scientific merit pay program fit for the development of our school will be established and is expected to solve the problems that lie in the existing evaluationsystem as well as arouse the active interest in work ．As a result , the program will be put into practice without difficulty, and it is certain to promote the management of schools ,the deep-going of New Curriculum and the professional growth of teachers ．In the end the basic purpose of teachers evaluation will be realized ． Key Words: Middle School ; Teachers; Evaluation of Rewords and Penalties ; Developmental Evaluation ; Merit Pay (Performance Related Pay )目 录 摘要.....................................................................................................................................I ABSTRACT ............................................................................................................................. II 引 言....................................................................................................................................1 一、问题的提出........................................................................................................................6 （一）概念的界定 ................................................................................................................6 （二）问题的提出 ................................................................................................................6 二、奖惩性与发展性教师评价制度的比较..........................................................................10 （一）不同之处的比较 ......................................................................................................10 三、中学奖惩性与发展性教师评价制度的应用现状..........................................................14 （一）“并驾齐驱”论 ......................................................................................................14 （二）“有机结合”论 ........................................................................................................14 （三）笔者的观点 ..............................................................................................................15 四、对当前义务教育学校绩效工资实施政策的解读..........................................................17 （一）从科学的中学教师评价制度评价目的的角度解读 ..............................................17 （二）从科学的中学教师评价制度评价功能的角度解读 ..............................................18 （三）从科学的中学教师评价制度评价方向的角度解读 ..............................................18 （四）从科学的中学教师评价制度评价主体的角度解读...........................................19 （五）从科学的中学教师评价制度评价关系的角度解读 ..............................................19 （六）从科学的中学教师评价制度评价结果使用的角度解读 ......................................20 （七）从科学的中学教师评价制度评价标准的角度解读 ..............................................20 （八）从科学的中学教师评价制度评价类型和方法的角度解读...............................20 五、奖惩性与发展性教师评价制度在制定绩效工资方案中的应用 .................................21 （一）在评价标准上，将统一性与区别性评价标准相结合 ..........................................21 （三）在评价方式上，形成性评价和阶段性评价相结合 ..............................................24（四）在评价主体上，自评与他评相结合 ......................................................................25 （五）在评价方法上，定性评价与定量评价相结合 ......................................................26 （六）在评价结果的使用上，奖惩激励与促进教师成长相结合 ..................................26 结 语..................................................................................................................................28