摘 要
独立学院在高等教育改革的浪潮中发展迅猛，已经成为中国高等教育的重
要组成部分。本文研究的研究对象—中原工学院信息商务学院，2003 年建校时
才 173 名学生，到 2013 年已经成为 15976 名学生，发展速度惊人。随着我国加
大教育体制改革的步伐, 国家更加重视独立学院的发展,对其办学水平提出了新
的更高的要求。科学、合理和公平的考核与分配制度是独立学院实现战略目标
过程中的重要杠杆和工具。目前国内独立学院作为一种新生事物, 与公办院校相
比，人事管理与绩效考核都具有较强的灵活自主性。因此，通过对独立学院教
师绩效的研究，做出有特色的研究成果，不仅具有很强理论意义，而且拥有重
要的实践价值。

本文通过对高校教师绩效考核体系的理论、方法和程序等方面的研究，以
中原工学院信息商务学院为研究对象，通过问卷调查、访谈等形式对中原工学
院信息商务学院教师绩效考核体系进行诊断，对实际工作中对教师绩效的考核
方法进行深入的分析，指出中原工学院信息商务学院教师现有绩效考核体系的
设计与学院发展脱节的问题。结合人力资源专家建议，综合运用平衡记分卡法
(BSC)和关键绩效指标(KPI)的思想和方法，通过目标管理方法(MBO)加以有效落
实，运用多层次分析法(AHP)指标权重设定技术优化重建原有的教师绩效考核体
系，并提出能保障教师绩效考核指标体系有效实施的具体策略和途径。

关键词：教师绩效考核，目标管理法，平衡记分卡，关键业绩指标

Abstract
Independent College has grown rapidly since its inception. It play an important role in
Chinese Higher Education. In the past ten years，the student number of college of information &
business of Zhongyuan University of Technology has increased from 173 to 15976.China attach
great importance to the development of independent college and place greater demands on
independent college. Appraisal and distribution system of scientific, reasonable and fair is an
important lever and tool in the process about the strategic objectives of independent colleges.
Compared with the public institutions, the independent college has strong autonomy and
flexibility in personnel management and performance appraisal. Research on the performance of
the independent institute, it has great theoretical significance and practical value.
This paper mainly adopts the combination of theoretical research and empirical research
method. Through studying on the performance evaluation system of university teachers in theory,
meaning, principle, method and procedure etc, this paper find out the existing problem in
performance appraisal system of Teachers College of information and business of Zhongyuan
University of Technology, using the questionnaire survey, interviews and other methods. Using
the Balanced Scorecard (BSC), Key Performance Indicator (KPI), Management By Objectives
(MBO) and Analytic Hierarchy Process (AHP), this paper reconstruct the teacher performance
appraisal system of the original, and put forward reasonable way to the effective implementation
of the performance appraisal index system of teachers.
Key words: Teacher performance appraisal ,Management By Objectives, Balanced
Scorecard，,Key Performance Indicator