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随着我国在中小学中实行绩效工资分配制度,教师的绩效评价越来越成为广大中小学校日常管理中的一项重要工作。一些学校开始尝试使用“360度反馈评价”。360度反馈是一种从多个角度获取组织成员行为观察资料的方法,包括上级、下级、专家、自己和同事等,有时甚至包括顾客(外部顾客和内部顾客)。它具有信息来源广泛、基于胜任特征、评价结果的误差较小和评价结果的可接受性强等特点,其理论基础是心理测量学的真分数理论(True Score Theory)。将360度反馈评价应用于教师绩效评价中,主要分为四个阶段,即评价准备阶段、评价实施阶段、结果反馈阶段以及效果评价阶段。
With the implementation of performance-based salary distribution system in primary and secondary schools in our country, the performance evaluation of teachers has become an increasingly important task in the daily management of primary and secondary schools. Some schools started to try “360 feedback evaluation ”. 360-degree feedback is a way of getting information about the behavior of an organization’s members from multiple perspectives, including superiors, subordinates, experts, themselves and colleagues, and sometimes even customers (external customers and internal customers). It has a wide range of sources of information, based on competency characteristics, the evaluation of the error is small and the evaluation results of the acceptability of the characteristics of its theoretical basis is psychometric real score theory (True Score Theory). The 360-degree feedback evaluation is applied to teachers’ performance evaluation, which is mainly divided into four stages: evaluation preparation stage, evaluation implementation stage, feedback result stage and evaluation stage.