绩效考核作为一种常见的企业管理方法，逐渐被事业单位所接受并引入。现 阶段，我国对专业技术人才的需求不断提升，公办职业院校的发展势态良好。为 了提升职业院校的教学水平，许多职业学校开始采用绩效考核机制。然而，由于 长期以来教育部门对绩效管理的重视程度不足，加之职业院校本身在人才培养方 面的特殊性，使得绩效考核体系在公办职业院校中的应用存在许多问题。因此， 完善职业院校绩效考核体系，对于促进教学水平提升，强化学校人才培养能力有 着重要的作用与意义。 T中等职业学校在2014年制定了《教师考勤体系》、《教师工作质量评价办法》， 拟定了《绩效工资的考核意见》有关绩效考核体系，通过定性与定量相结合来评 价教师在教育教学成果、学生管理工作中的情况。然而，在实施过程中却出现了 考核目标模糊、考核主体单一、考核指标不合理，考核过程流于形式，结果反馈 效率低等问题。本文即针对上述问题展开研究。 本文依据目标管理理论、绩效管理理论，运用问卷调查、咨询访谈等方法， 遵循“描述性—解释性—对策性”的递进逻辑，以“理论研究—实况调查—问题 分析—对策建议”的顺序逐步展开。首先，就 T 中等职业学校绩效考核问题展开 调查，归纳问题并分析原因，认为 T 学校在绩效考核设计上，存在考核目标认知 有误、考核指标选用未经调研、考核过程流于形式、对考核结果的运用重视不足 等现象，并进一步结合问卷调研结果，对 T 学校绩效考核展开优化。通过重新指 标筛选和基于层次分析法的权重设计，消除了原本指标中不合理项目。结合校内 教师意见，重构考核周期与流程，建立了完善的反馈、申诉机制，规划了组织、 体系、文化方面的保障工作。经过对比，实施绩效考核优化后的教学效果与教师 满意度均显著提升。 关键词：绩效考核 目标管理 中职学校 体系优化II ABSTRACT As a common enterprise management method, performance appraisal is grad ually accepted and introduced by public institutions. At this stage, my country's demand for professional and technical talents continues to increase, and the de velopment trend of public vocational colleges is good. In order to improve the teaching level of vocational schools, many vocational schools have begun to ad opt performance appraisal mechanisms. However, due to the lack of attention pa id to performance management by the education department for a long time, co upled with the particularity of vocational colleges in personnel training, there ar e many problems in the application of performance appraisal system in public v ocational colleges. Therefore, improving the performance appraisal system of voc ational colleges plays an important role and significance in promoting the impro vement of teaching level and strengthening the school's talent training ability. In 2014, t secondary vocational school formulated "teacher attendance syste m" and "evaluation method of teachers' work quality", and formulated the perfor mance appraisal system related to "performance salary assessment opinions", whi ch evaluates the situation of teachers in education and teaching achievements an d student management through the combination of qualitative and quantitative m ethods. However, in the process of implementation, there are some problems, su ch as vague assessment objectives, single assessment subjects, unreasonable asse ssment indicators, mere formality of assessment process, and low feedback effici ency of results. This paper studies the above problems. Based on the theory of target management and performance management, t his paper uses the methods of questionnaire survey, consultation and interview, and follows the progressive logic of "description, explanation and countermeasur e". It is carried out step by step in the order of "theoretical research actual inv estigation problem analysis countermeasures". First of all, the paper investigates the performance appraisal problems of T secondary vocational school, sums up t he problems and analyzes the reasons. It is considered that there are some prob lems in the performance appraisal design of T school, such as the recognition o f assessment objectives is wrong, the selection of assessment indicators is not iIII nvestigated, the assessment process is mere formality, and the application of eva luation results is not enough. Furthermore, combined with the questionnaire surv ey results, the performance appraisal of T school is optimized 。 Through re in dex screening and weight design based on AHP, the unreasonable items in the original index are eliminated. Combined with the opinions of teachers in the sc hool, the assessment cycle and process are reconstructed, the feedback and appe al mechanism are established, and the guarantee work in organization, system a nd culture is planned. After comparison, the teaching effect and teacher satisfact ion are significantly improved after the implementation of performance appraisal optimization. Key words: performance appraisal; MBO; secondary vocational school; system optimizationIV 目 录 中文摘要........................................................................................................ I ABSTRACT......................................................................................................II 第一章 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.............................................................................................................. 2 1.2 国内外研究现状..........................................................................................3 1.2.1 关于绩效考核体系构建的研究..........................................................................3 1.2.2 关于教师绩效考核问题的研究..........................................................................4 1.2.3 关于绩效考核体系优化策略的研究..................................................................5 1.2.4 文献评述.............................................................................................................. 7 1.3 研究内容与方法..........................................................................................8 1.3.1 研究内容.............................................................................................................. 8 1.3.2 研究方法.............................................................................................................. 8 第二章 基础理论........................................................................................9 2.1 绩效考核理论..............................................................................................9 2.1.1 绩效考核的内涵..................................................................................................9 2.1.2 绩效考核的原则..................................................................................................9 2.1.3 绩效考核的作用................................................................................................10 2.2 绩效考核方法............................................................................................12 2.2.1 目标管理（MBO）..............................................................................................13 2.2.2 关键绩效指标（KPI）......................................................................................14 2.2.3 360 度绩效考核法.............................................................................................15 第三章 T 中等职业学校绩效考核体系现状与问题分析......................17 3.1 T 中等职业学校绩效考核体系概况.........................................................17 3.1.1 学校概况............................................................................................................ 17 3.1.2 绩效考核的内容................................................................................................17 3.1.3 绩效考核的实施................................................................................................20 3.2 T 学校现行绩效考核体系的调查...............................