文档介绍：摘要
自 20 世纪 90 年代以来,随着高等教育改革的不断深入,高校内部的人事制度改革取
得了相当成就:人力资源观念初步确立,激励竞争机制加强,师资队伍结构改善。但同时
也应看到,目前高校大多处在传统人事管理阶段,还存在许多不容忽视的问题。由于连年
扩招,我国高等教育的生师比已达到 :1,专任教师紧缺,一些高校处于缺编运行状态。
而高校管理机构人浮于事、效率低下的状态尚未根本改变;有的高校还存在一般教师过剩
而高层次人才缺乏,尤其是具有创新能力的青年拔尖人才匮乏;年轻教师负担过重而资深
教授闲置;科研型教师不足而教学型教师过剩的问题;另外,一些新建专业和公共基础课
的教师数量不足,师资力量与专业调整不相适应、师资学科布局不甚合理、教师绩效管理
不当很大程度上影响到高校改革的进程和深度。因此,从理论上深入探讨,在实践中不断
完善高校教师的绩效管理体制是十分必要的。
本文首先系统学习绩效管理的有关理论,并在实际调研的基础上对我国高职院校教师
绩效考核的现状及其目前考核机制的缺陷进行系统性思考。然后分析现行的绩效考核模
式:关键绩效指标、目标管理和 360 度考核的试用条件,选择 360 度考核为本文的考核模
式,并建立高校教师关键绩效考核体系,并得出高校教师绩效管理对推进高职院校可持续
发展的启示。

关键词:绩效考核;3600 考核;考核体系。

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ABSTRACT
With the development of higher education reformation since 1990s, the
personnel policy of universities gained much achievement: human resource concept
formed, petition and motivation introduced, anization. But many
problems still should be paid much attention because of the existing conventional
personnel management, after many years expansion of enrolment, the rate of student
vs. teacher have run up to :1, many schools are short of teachers, management
team of universities are lack of efficiency, attitude of working still unchanged,
also some school have a surplus of general teachers and short of talents, junior
teachers works too much but senior teachers take less job, surplus of teachers
who can only teach and lack of teachers who can do science research. Furthermore
some new professional class and fundamental class need more teachers, much should
be done to make the all the resources suitable and reasonable. The performance
appraisal affects the reformation of universities, so it’s very necessary to
explore how to perfect the performance appraisal in theory and practice.
In this paper, the theory about performance appraisal are discussed first,
then systematically demonstrate the situation and weakness of higher professional
school personnel performance appraisal, investigate