2008 年起，国家、省、市陆续出台了关于义务教育学校绩效考核工作相关文件及要 求，部分学校已经开展了绩效考核工作。但在考核中只注重教师的“德、能、勤、绩”的考 核，绩效考核指标体系不科学；在实际操作中，还存在透明度不高、公平性不足、考核 结果论资排辈等问题，使绩效考核失去了激励作用。大庆市目前还没有对中小学教师开 展绩效考核，XG 学校作为大庆知名学校，为进一步提高学生培养质量，有必要结合学 校实际，制定科学合理的教师绩效考核方案。本文正是根据这一需要进行研究的。 本文借鉴相关研究成果，结合 XG 学校实际情况，对九年制学校教师绩效考核问 题进行了研究。论证了 XG 学校教师绩效考核的必要性，分析了 XG 学校对教师实施绩 效考核可行性，明确了 XG 学校教师绩效考核方案设计的原则，制定了 XG 学校教师绩 效考核方案计划和实施的流程，确定了以“五位六法”为核心的 XG 学校教师绩效考核方 法，建立了考核指标体系，确定了考核指标权重和考核结果计算方法，制定了绩效考 核标准，提出了实施绩效考核的组织分工和考核流程，并从思想动员、相关培训、提高 考核工作质量、重视考核结果反馈与申诉、注重考核结果应用，及时对方案进行修改完 善等方面提出了 XG 学校教师绩效考核方案实施的保障措施。期望通过本文的研究可以 为 XG 学校实施教师绩效考核提供理论、方法和方案支持。 关键词：九年制学校；绩效考核；方案设计；指标体系 I东北石油大学 MBA 学位报告 Design of teacher performance appraisal program of XG School ABSTRACT Since 2008, the national, provincial, municipal developed the related documents and requirements about compulsory education school performance appraisal work and some schools carry out performance assessment. But only pay attention to the assessment of teachers' “morality, ability, work, performance, the four sorts of evaluation, their performance evaluation index system is unscientific; In the process of actual operation, there are still some problems like the lack of transparency, lack of fairness, and the seniority of assessment results, losing the incentive effect of performance appraisal system. Meanwhile, XG schools as a well-known school in Daqing, is necessary to develop a scientific and rational performance appraisal program according to the actual situation of the school. And this purpose is to further improve the quality of students' culture. This article’s research is based on this need. This paper, drawing on relevant research and in combination with the practical situation of XG School, conducted a study on the nine-year school teacher performance appraisal system, demonstrated the necessity of XG School teacher performance assessment , analyzed the feasibility that may be encountered of XG School teachers with the implementation of performance appraisal system. Clearly understood the principle of scheme design of the XG school teacher performance appraisal, formulated the Planning and implementation processes of XG School teachers performance evaluation program. Determined the methods of the five Six Ways as the core of the XG School teacher performance assessment, established the evaluation index system, determined the assessment index weight calculation methods of the examination results, developed a performance evaluation standard ， Proposed the organizational division of labor and assessment processes of the implementation. Proposed safeguards of XG School teacher performance appraisal program from ideological mobilization, training, Improvement of the quality of the assessment, attention to the results of the assessment feedback and complaints, attention to the apply to the results of the assessment, and timely modification and improvement of the program and other aspects. I hope to provide theories, methods and programs carried out by the teacher performance appraisal for XG School to support this research. Key words:9-year school; Performance appraisal; the project design; the indicator system. II东北石油大学 MBA 学位报告 目 录 摘要............................................................................................................................................I ABSTRACT...............................................................................................................................II 第 1 章 绪 论...............................................................................................................................1 1.1 选题背景........................................................................................................................1 1.2 研究目的及意义............................................................................................................1 1.3 国内外研究综述............................................................................................................2 1.3.1 国外研究综述.....................................................................................................2 1.3.2 国内研究综述.....................................................................................................3 1.3.3 国内外研究评价.................................................................................................5 1.4 研究内容及研究思路....................................................................................................5 1.4.1 研究内容.............................................................................................................5 1.4.2 研究思路.............................................................................................................6 1.5 研究方法........................................................................................................................6 第 2 章 相关理论概述................................................................................................................8 2.1 “九年一贯制”学校与教师界定....................................................................................8 2.2 绩效................................................................................................................................8 2.2.1 绩效的含义.........................................................................................................8 2.2.2 绩效的性质.........................................................................................................9 2.2.3 影响绩效的主要因素.........................................................................................9 2.3 绩效考核......................................................................................................................10 2.3.1 绩效考核的含义...............................................................................................10 2.3.2 绩效考核的基本内容.......................................................................................10 2.3.3 绩效考核常用的方法.......................................................................................10 2.3.4 绩效考核的形式...............................................................................................12 2.3.5 绩效考核的原则...............................................................................................12 2.3.6 绩效考核基本流程...........................................................................................12 2.4 教师绩效及考核..........................................................................................................13 2.4.1 教师绩效...........................................................................................................13 2.4.2 教师绩效考核...................................................................................................13 2.5 本章小结......................................................................................................................14 第 3 章 XG 学校教师绩效考核必要性与可行性分析............................................................15 3.1 XG 学校概况...............................................................................................................15 III目 录 3.2 XG 学校开展教师绩效考核的必要性.......................................................................16 3.2.1 调动教师积极性主动性的需要.......................................................................16 3.2.2 实现工酬分配合理化的需要...........................................................................16 3.2.3 提高学校管理水平的需要...............................................................................17 3.2.4 教师队伍及学校发展的需要...........................................................................17 3.3 XG 学校开展教师绩效考核的可行性.......................................................................17 3.3.1 XG 学校领导支持学校对教师绩效考核工作................................................17 3.3.2 XG 学校教师对绩效考核工作有一定的认识................................................17 3.3.3 XG 学校教师结构合理便于实施绩效考核....................................................17 3.3.4 XG 学校教学设施和素质教育优势突出........................................................18 3.3.5 XG 学校办学理念先进....................................................................................18 3.3.6 XG 学校教师绩效考核方案设计有经验可以借鉴........................................18 3.3.7 XG 学校绩效工资分配有资金保证................................................................18 3.4 本章小结......................................................................................................................19 第 4 章 XG 学校教师绩效考核方案要素设计........................................................................20 4.1 XG 学校教师绩效考核方案设计原则.......................................................................20 4.2 XG 学校教师绩效考核方法设计...............................................................................21 4.2.1 “五位六法”考核理论.......................................................................................21 4.2.2 “六法”考核内容...............................................................................................22 4.3 XG 学校教师绩效考核指标体系设计.......................................................................22 4.3.1 绩效考核指标体系设置原则...........................................................................22 4.3.2 明确考核标准及指标.......................................................................................23 4.3.3 绩效考核指标体系具体构建...........................................................................23 4.3.4 绩效考核指标体系中各权重及岗位系数的确定...........................................27 4.3.5 考核结果等级划分...........................................................................................28 4.4 XG 学校教师绩效考核工具设计...............................................................................28 4.5 XG 学校教师绩效考核流程设计...............................................................................29 4.6 XG 学校教师绩效考核组织与分工设计...................................................................29 4.6.1 建立 XG 学校教师绩效考核领导小组...........................................................29 4.6.2 明确教师绩效考核工作分工...........................................................................30 4.7 本章小结......................................................................................................................30 第 5 章 XG 学校开展教师绩效考核的保障措施....................................................................31 5.1 做好思想动员..............................................................................................................31 5.2 做好相关培训..............................................................................................................31 5.3 提高考核工作质量......................................................................................................32 IV东北石油大学 MBA 学位报告 5.4 重视考核结果反馈与申诉..........................................................................................32 5.5 注重考核结果应用......................................................................................................32 5.5.1 教师奖励性绩效工资分配...............................................................................32 5.5.2 教师职称评定及人事决策...............................................................................33 5.6 及时对方案修改完善..................................................................................................33 5.7 本章小结......................................................................................................................33 结 论..........................................................................................................................................34