:近年来，国家在事业单位全面推开绩效工资制度，并出台了一 系列的配套政策。在教育领域推行教师绩效工资制度，是国家推进科 教兴国战略的重要举措。本文以 SM 县职业中专教师绩效管理为例， 采用文献分析、问卷调查和实地调研等方法，对 SM 县职业中专教师 绩效管理过程中存在的问题进行梳理，探究问题产生的原因，并结合 这些问题探索了中等职业学校教师绩效管理内涵，重构了科学合理的 绩效管理体系和评价指标体系。本文主要研究以下内容： 首先，对中等职业学校教师绩效管理的研究背景与意义、教师绩 效管理的国内外研究现状、开展研究的思路和相关研究方法进行了阐 述，提出了研究问题。同时，对中等职业学校教师绩效管理相关理论 进行概述，主要有绩效管理相关概念界定、中等职业学校教师绩效管 理过程和目的以及常用的教师绩效管理方法。 其次，通过问卷调查和实地调研，发现 SM 县职业中专教师绩效 管理主要存在教师绩效管理体系不完善、教师绩效评价指标不科学、 教师绩效管理缺乏执行力、缺少教师职位分析，特别是没有根据“双 师型”职位进行分析等，并对 SM 县职业中专教师绩效管理问题的成 因进行了分析。 最后，结合学校实际情况，对 SM 县职业中专教师绩效管理体系 进行重新构建，确定“一大导向”和“四大考核主体”，保障中等职 业学校教师绩效 360 度全面考核；结合中等职业学校教师特点描述岗 位职责，确定了关键指标和指标权重，最后制定教师绩效考核量化评 分表，并在绩效考核执行、沟通、反馈和修订方面制定了一系列具体 措施，保障了中等职业学校教师绩效考核有序推进和长期有效实施。II 总之，本文通过绩效管理理论引入，结合中等职业学校的实际 情况以及教师的工作性质进行了全面研究，建立了一套较为合理的 教师绩效管理体系和操作性较强的评价指标体系，给其他中等职业 学校教师绩效管理工作提供了可借鉴和复制的经验。 关键词：中等职业学校；绩效管理；管理研究III TAKINGTHE PERFORMANCE MANAGEMENT OF SM VOCATIONALSECONDARY SCHOOL TEACHERS Xianxiang Yu (MBA) Directed by Zhuo Wu Abstract：In recent years, state institutions have pushed forward the performance pay system in an all-round way and promulgated a series of related policies and systems. In the field of education, promoting teacher performance management is an important measure to promote the strategy of rejuvenating the country through science and education. Taking SM vocational secondary school teachers’ performance management as an example, by means of literature analysis, questionnaires and field research, this paper combs the problems existing in SM vocational secondary school teachers' performance management process, the causes of the problems are explored, explores the connotation of teachers’ performance management in secondary vocational schools, reconstructs a scientific and rational performance management system, performance evaluation index system and performance management system. This thesis mainly studies the following contents: Firstly, the research background and significance of teacher performance management in secondary vocational schools, the status quo of teacher performance management at home and abroad, the research ideas and related research methods are elaborated, and the research questions are put forward. At the same time, this paper summarizes the relevant theories of performance management of secondary vocational school teachers, including the definition of relevant concepts of performance management, the process andIV purpose of performance management of secondary vocational school teachers and common methods of teacher performance management. Secondly, through questionnaires and on-the-spot investigations, this paper analyses the problems and causes of SM vocational secondary school teachers’ performance management, and finds that the main problems are: imperfect teacher performance management system, unscientific evaluation index of teacher performance, lack of executive power of teacher performance management and lack of teacher position analysis. Especially, it is not based on the analysis of double division positions. Finally, according to the actual situation of the school, the SM vocational secondary school teachers’ performance management system is reconstructed, a direction and four main performance appraisal subjects are determined, and the 360-degree comprehensive performance appraisal of secondary vocational school teachers is guaranteed. Based on the characteristics of secondary vocational school teachers, job responsibilities are described, key indicators and index weights are determined, and finally the performance appraisal indicators of teachers are formulated. It also establishes a set of implementation measures in the aspects of performance appraisal implementation, communication, feedback and revision to effectively guarantee the scientific and orderly advancement and long-term implementation of secondary vocational school teachers’ performance appraisal. In a word, through the introduction of performance management theory, combined with the actual situation of secondary vocational schools and the nature of teachers’ work, this paper makes a comprehensive study, establishes a set of reasonable teacher performance management system and strong operational evaluationV criteria, which provides reference and replicable experience for other secondary vocational school teachers' performance management. Keywords: secondary vocational schools；performance management； management re search目 录 摘要.................................................. Ⅰ ABSTRACT.............................................. Ⅲ 第 1 章 绪论······················ 1 1.1 研究背景与意义 ················· 1 1.1.1 研究背景 ·················· 1 1.1.2 研究意义 ·················· 1 1.2 研究现状 ···················· 2 1.2.1 国外研究现状 ················ 2 1.2.2 国内研究现状 ················ 3 1.3 研究思路与研究内容 ··············· 5 1.3.1 基本思路 ·················· 5 1.3.2 研究内容 ·················· 5 1.4 研究方法 ···················· 6 第 2 章 绩效管理相关理论概述·············· 7 2.1 相关概念界定 ·················· 7 2.1.1 绩效 ···················· 7 2.1.2 教师绩效 ·················· 8 2.1.3 绩效管理 ·················· 8 2.1.4 “双师型”教师 ··············· 8 2.2 绩效管理的原则、过程和目的 ··········· 9 2.2.1 原则 ···················· 9 2.2.2 过程 ···················· 9 2.2.3 目的 ····················102.3 常用绩效管理方法 ················11 2.3.1 平衡计分卡 ·················11 2.3.2 关键绩效指标 ················11 2.3.3 360 度考核方法 ···············11 第 3 章 SM 县职业中专教师绩效管理现状 ·········13 3.1 SM 县职业中专教师绩效管理基本情况 ········13 3.1.1 学校简介及绩效管理历程 ···········13 3.1.2 教师绩效管理方案 ··············13 3.1.3 绩效考核及结果应用 ·············15 3.2 SM 县职业中专教师绩效管理调查 ··········16 3.2.1 问卷设计 ··················16 3.2.2 调查过程 ··················16 3.2.3 调查结果 ··················16 3.3 SM 县职业中专教师绩效管理存在的问题 ·······23 3.3.1 教师绩效管理体系不完善 ···········23 3.3.2 教师绩效评价指标不科学 ···········24 3.3.3 教师绩效管理缺乏执行力 ···········24 3.4 SM 县职业中专教师绩效管理问题原因分析 ······25 3.4.1 绩效管理主观意识认识不够 ··········25 3.4.2 教师绩效考核组织力度不够 ··········26 3.4.3 缺少“双师型”教师岗位分析 ·········26 第 4 章 SM 县职业中专教师绩效管理体系构建 ·······27 4.1 以“双师型”师资队伍建设为导向 ·········27 4.2 明确绩效管理考核主体 ··············27 4.3 SM 县职业中专教师绩效评价指标体系建设 ······284.3.1 中等职业学校教师的特点分析 ·········28 4.3.2 教师岗位职责描述 ··············29 4.3.3 绩效评价指标设置 ··············30