I 摘要 本篇文章总结了我国中等职业学校在面临发展的瓶颈时,首要任务就是寻求自身 的结构优化和管理突进。职业教育的发展必须要有优秀的教师团队,而这样的团队必 须要建立一套科学完善的绩效管理制度加以考核和激励。通过绩效评估结果,促使管 理层加强管理,激发教师个人潜能;从而使教师提高教学技能，丰富教学手段;推进中 职学校教育正确的走向,树立正面的形象。越来越多的中职院校开始将绩效管理融入 到实际管理环节来提高教师绩效,从而能冲出重围,实现组织战略目标。 现阶段关于中职学校教师绩效管理的研究尚处在起步阶段，对绩效管理过程中出 现的体系不完善、考核标准和考核指标不科学、考核过程不公开、绩效考核方式的单 一、管理与考核脱节、奖励机制不恰当等问题的研究较少，理论研究与管理实践结合 的案例探究仍需加大力度。因此，各级教育主管部门与各中职院校在师资团队的建设 和完善方面进行了积极的探索和改革。 本文采用文献研究法、调查研究法、实例分析法等方法,以GXJD技师学院为调查 对象,对学校的概况、教学对象的特点、教师的情况、教学对象对教师的要求,以及 GXJD技师学院的教师绩效管理过程进行了客观详细地介绍,同时客观分析了GXJD技 师学院教师绩效管理体系仍存在的教师岗位职责认知程度低、缺乏专业培训、考核过 程不规范、评价结果不能合理运用、没有绩效申诉机制的问题，从而能通过强化教师 工作职责、向他们提供持续沟通帮助、制定多层次的评价体系、灵活运用评价考评结 果、建立绩效申诉通道等方法使出现的问题一一得到解决。 关键词：中职院校 教师团队 绩效管理 Abstract II Abstract This article summarizes that it is important for the secondary vocational colleges to explore their own structural optimizations and management breakthroughs for any organizations if they want to get more development spaces. The development of vocational education must attach to an excellent team of teachers, and the managers must establish a scientific and perfect performance management system to assess and encourage. Through the results of performance evaluation, the managers also should strengthen their management to stimulate the potential of teachers, and then teachers can improve their teaching skills and enrich teaching means. Performance management can be used as an entry point for our in-depth management from macro view. More and more teams begin to execute performance management to improve employee performance, so as to their teams can break out of the encirclement and achieve organizational strategic objectives. There are few studies on performance management of secondary vocational colleges. We have short of researches for imperfect system, unscientific evaluation criterion and indicators, disconnection between management and evaluation, and so on. Therefore, the superior departments and secondary vocational colleges are making good effects to actively exploration and reformation of the construction and improvement of teachers’ teams. Taking GXJD Technician institute as an example, I have used the methods of literature research、survey research and case analysis to introduce the general situation of the school, the characteristics of teaching objects, the situation of teachers, the requirements of teaching objects for teachers, and the process of using teacher performance management in GXJD Technician College. At the same time, this paper objectively analyses the problems existing in the teacher performance management system of GXJD Technician College，such as the poor cognition of teachers' duty, the lack of professional training, the non-standard assessment process, the unreasonable use of evaluation results, and the lack of performance complaint mechanism. Thus, the problems can be solved by strengthening the teachers' job responsibility, providing them with continuous communication help, establishing a multi-level evaluation system, flexibly applying the evaluation results, and establishing the channel of performance appeal. Keywords: Secondary Vocational School，teachers' Team，Performance Management 目录 III 目 录 摘要 .......................................................................................................................................... I ABSTRACT ................................................................................................................................. II 1 绪论 ...................................................................................................................................... 1 1.1研究的背景 .................................................................................................................... 1 1.2研究的意义 .................................................................................................................... 2 1.3国内外学校绩效管理情况 ............................................................................................ 3 1.3.1国外教师绩效管理研究现状 ................................................................................. 3 1.3.2国内教师绩效管理研究现状 ................................................................................. 5 1.4论文的主要内容和方法 ................................................................................................ 6 2 绩效管理相关理论概述 ...................................................................................................... 9 2.1绩效管理概念阐述 ........................................................................................................ 9 2.1.1教师绩效 ................................................................................................................. 9 2.1.2教师绩效管理 ......................................................................................................... 9 2.1.3中等职业院校教师绩效管理 ............................................................................... 10 2.2绩效管理的目的、设立原则、实施过程 .................................................................. 10 2.2.1绩效管理的目的 ................................................................................................... 10 2.2.2绩效管理的设立原则 ........................................................................................... 11 2.2.3绩效管理的实施过程 ........................................................................................... 11 2.3本文选取的教师绩效管理方法介绍 .......................................................................... 14 3 GXJD技师学院绩效管理现状 ............................................................................................ 16 3.1 GXJD技师学院的背景及简介 ..................................................................................... 16 3.1.1学校简介 ............................................................................................................... 16 3.1.2学生现状 ............................................................................................................... 16 3.1.3教师现状 ............................................................................................................... 17 3.2教师绩效管理基本情况 .............................................................................................. 17 3.2.1设计问卷调查教师绩效管理 ............................................................................... 17 3.2.2问卷调查结果 ....................................................................................................... 19 4 GXJD技师学院现行绩效管理存在的问题及原因分析 .................................................... 29 4.1现行绩效管理存在的问题 .......................................................................................... 29 4.1.1教师对绩效管理及其规划认识不清，对岗位职责认知程度不高 ................... 29 目录 IV 4.1.2缺乏对教师职业发展的持续性沟通并设置专业培训 ....................................... 29 4.1.3考核指标制定过程不规范，评价标准单一，评价体系不完善 ....................... 30 4.1.4不能及时反馈评价结果并将其运用到激励机制中 ........................................... 30 4.1.5没有建立专门的教师绩效申诉通道 ................................................................... 31 4.2现行绩效管理存在问题的原因分析 .......................................................................... 31 4.2.1体制根源，制约了