摘 要

在乡村建设的背景下，合格的教师队伍是乡村教育振兴的根本。特岗教师作为乡村教师的补充性师资力量，其绩效管理却未体现相应的保障与专业提升，甚至，在绩效管理上还出现了许多问题。例如，参与绩效考核人员单一；绩效指标无意义；绩效考核方法落后；绩效结果未落实······因此，从这几方面入手，国家、地方、学校应建立一个正规、体系化的绩效管理方案。实现参与绩效考核人员的多主体、全方位；建立科学化、具体化的绩效指标；综合多种绩效考评方法；促进绩效工资落实以及发挥绩效结果的功效。优质的特岗教师队伍需要一个参与感、科学性、多层次、标准化的绩效管理方案，以此促进教师的职业认同感与专业自主权的发展、保障偏远地区的学生接受优质的义务教育。

【关键词】绩效评价；特岗教师； 绩效工资；培训

Abstract

In the context of rural construction,qualified teachers are the root of rural education revitalization. Special post teachers are the supplementary teachers of rural teachers,but the state, local and school do not have sufficient performance management, which makes them get the corresponding protection and professional promotion. For example, the personnel involved in the performance appraisal are single; the performance indicators are meaningless;the performance appraisal methods are backward; the performance results are not implemented. Therefore, a formal and systematic performance management scheme should be established from these aspects. To realize the multi-agent and all-round participation in performance appraisal;to establish scientific and specific performance indicators;to integrate a variety of performance appraisal methods; to promote the implementation of performance pay and play the role of performance results. High quality special post teachers need a sense of participation, scientific,multi-level and standardized performance management scheme,so as to promote the development of teachers' professionalidentity and professional autonomy, and ensure that students in remote areas receive high-quality compulsory education.

【Key words 】Performance evaluation; special post teachers; performance pay; training

目录

1 前言 h 1

1.1 研究背景及意义 1

1.2 国内外研究现状 1

1.3 本文研究思路与结构 4

2 相关概念解释 4

2.1 特岗教师 4

2.2 绩效管理 5

2.3 特岗教师的绩效管理 5

3 茶陵县的调查研究 5

3.1 茶陵县的绩效管理问题 6

3.2 绩效改进方向 8

4 特岗教师现存绩效管理问题 9

4.1 绩效考核指标不准确 9

4.2 绩效评价主体单一 10

4.3 绩效考核方法落后 10

4.4 绩效结果未落实 11

4.5 绩效工资低 11

5 特岗教师绩效管理改进建议 12

5.1 绩效管理多主体参与 12

5.2 绩效考核方法科学化 13

5.3 绩效结果实际化 13

5.4 绩效资金多途径 14

6 结论 15

7 参考文献 16

8 致 谢 17