Thought on the Construction of Differentiated Performance Management System for University Teacher

Transcription

1 Thought on the Construction of Differentiated Performance Management System for University Teacher ZHOU Jingkun 1, LIU Zhonggang 2 1. School of Business Administration Jingdezhen Ceramic Institute, P.R.China, School of Business Administration, Henan University, P.R.China, zhoujingkun@163.com Abstract: The article has analyzed the problems of the present teacher s Performance management Systems for accountability and for development; analyses the reason of construction differentiated university teacher s performance management system; Has pointed out several special issues should pay attention to in constructing differentiated university teacher s performance management system, such as: to cultivate the idea of differentiated university teacher performance management, to differentiate responsibility of different subject in university teacher achievements appraisal, to adopt the divers achievements appraisal method and procedure according to the different performance management goal, to formulate performance evaluation standard of differentiated university teacher, to utilize university teacher performance appraisal result scientifically, to perfect the security foundation system of differentiated university teacher achievements, and so on. Keywords: Differentiated, University teachers, Performance management, Construction 1. Introduction The differentiated teacher performance management is developed based on reflection on the drawback of traditional teacher s performance management Systems for accountability and for development in America and Britain in 20 century's end. America and Britain gradually realized the necessity of constructing the differentiated teacher performance management system according to teacher's stage characteristic in life cycle and the demand in the process of promoting developmental performance management idea that emphasizes the teacher s specialty improvement. In recent years many experts in our country also have realized the necessity and urgency of the construction of differentiated teacher s performance management system, and have carried out some exploring research work in these areas. Hong Li [1] have defined the differentiated teacher performance appraisal and proposed the indicator system of university teacher to differentiate the performance appraisal; Yang Ningyan [2] has pointed out the absence of differentiation in the process of performance management in our country; Liang Hongjing [3] had pointed out the problems of teacher s performance management and the necessity of constructing differentiated teacher performance management in our country; Yang Ningyan [4] introduced the differentiated teacher s performance management system in US and its enlightenment to our country; Liang Hongjing [5] has proposed a tentative plan of constructing the differentiated teacher s performance appraisal system in the middle and elementary schools and so on. At present, the research of differentiated teacher s performance management research mainly concentrate on some links in elementary education stage, of which few are related with teacher performance management in higher education. 2. The situation of performance management of university teacher At present, University teacher s performance management system mainly has two representative systems in our country. One is the performance management system for accountability that aims at teacher's past achievements, provides HRM decision-making such as teacher's salary, promotion and position adjustment with information by examining teacher's ability and the past achievements; Another is the performance management system for development that aims at the future, and will improve and promotes teacher's ability and the future performance management system. 1056

2 The performance management system for accountability pays great attention to the teacher s past the achievements and emphasizes quantification of performance evaluation indicators, and carries on the appraisal according strictly to the system based on the performance appraisal result. It is advantageous to the realization of university teacher performance management goal. but its termination and the top-down way brings teacher great pressure and escalate tensions between teacher and the manager, and it is very difficult to motivate the initiative and enthusiasm of the majority teacher, and tend to suppress teacher's individuality development. The teacher s performance management system for development pays great attention to teacher's career development, combines quantitative and qualitative methods, unhooks the result of performance evaluation and the rewards and punishment, both sides undertake the responsibility of realization of teacher s development targets, advocates to promote teacher's career development without rewards and punishment. but it has many disadvantage as follows:the performance appraisal goal is unitary, and the appraisal way is too temperate, and the appraisal standard is fuzzy, and its implements needs the many fund investment, the performance manager and the teacher need to accept trains and the implementation effect is difficult to show. Moreover, the teacher s performance management system for development nearly has not considered teacher's difference. Therefore, the difference of teacher s life cycle stage and the different development demand should be taken into consideration in constructing performance management system for university teacher. We should construct university teacher s performance management system diversely at different levels to support the characteristic development of both the teacher and the university. 3. The connotation of differentiated performance management system of university teachers The differentiated university teacher s performance management system is a system that takes the university teachers career development as its goal, takes the self-control as the core. According to characteristics in different development phases of university teachers' life cycle, it ensure the continual improvement of teachers ability and performance through the differentiated indicators system of university teachers performance appraisal. The goal of differentiated university teachers performance management is not to compare the teacher achievements and ability, but to discriminate the work of university teachers while acknowledging their difference, to the construct plural and the diverse performance management system for university teachers to ensure the realization of university teachers performance goal and the teachers career development goal. The differentiated university teacher s performance management system uses different methods and different ways of performance appraisal according to different characteristics and development targets of different stages in teachers life cycle to ensure university teachers to develop in the environment most to suit to them, thus to guarantee the promotion of university teachers ability and realization of performance goals. Its guideline is that the process of university teachers performance management is a process in which university teachers and performance manger construct together, participate democratically, consult and communicate. It encourages the teacher to participate in the knowledge construction positively, to express their ideals, and to care about the problems and their reasons free from performance manager s restrain. So it can maximize teacher's initiative and the enthusiasm. 4. Several special issues should pay attention to in constructing differentiated performance management system of university teacher The differentiated university teacher s performance management system construction is an extremely prudent work; there are several questions to which we must pay a great attention: 1057

3 4.1 To cultivate the notion of differentiated performance management System The difference among teachers of many universities in performance management idea determine what kinds of value orientation of collage teacher s performance management system will be, result in different university teacher achievements control systems, the purpose of differentiated Performance management System is to confesses the differences among the teachers, to discriminate the work of university teacher, to improve university performance and the majors of teachers, therefore the construction of The differentiated university teacher s performance management system is two things, one is the notion of The differentiated university teacher management which to develop the collage teachers and improve methods which can better teachers performance.the other one is the nexus of advocating democratic, equal differentiated university teacher s performance management and aura of making collaboration among teachers genuinely 4.2 To discriminate teachers performance appraisal responsibility among different university The differentiated university teacher s performance management system construction emphasis diversification among the subject of appraisal, encourage major beneficiary such as teacher including himself, the supervisor and expert of the performance management to participate in the performance management. And get the conclusion of performance appraisal from different views. We should make a distinction an appraisal duty among teachers from different university profoundly while constructing diverse subject of appraisal. Moreover we should allocate duties scientifically and make sure that each performs its own functions. Firstly, making full use of function initiatively and positively of subject of appraisal.secondly, the target of the supervisor of the performance management is coordinating the management not making any decisions,such a democratic equal and comfortable circumstances in appraisal should be establish by the universities that give more chances to teachers for participating the appraisal. Finally, we must recognize that students colleagues and experts are your men in understanding yourself and improving performance. 4.3 To adopt diverse ways and schedules of performance appraisal according to different targets The differentiated university teacher s performance management system emphasis its expansibility while still continue to assign rewards or punishments so when we constructing The differentiated university teacher s performance management system, university teachers should participate in the differentiated university teacher s performance activity according the differences of expansibility and rewards or punishments through two methods following (1)Choosing diverse ways,tools, schedules according the all stages of teachers` life cycle (2)getting appraisal information in various ways. 4.4 To enact the criterion of the differentiated university teacher s performance appraisal The differentiated university teacher s performance management highlight enacting suitable performance management for themselves according features of various stages of teachers` life cycle,so that teachers can discover their potential completely.we should classify the types of teacher according features of teachers` career and the difference of their personality,major, competence.and then Block out a criterion by us according the difficulties and special problems of different teachers to exert performance management which have many categories and keystones. 4.5 To make use of the result of university teachers performance appraisal scientifically Differentiated Performance management emphasizes providing the information of performance appraisal to teachers in time during the procedure and after it. At the same time we should confer with teachers on determining the direction and policy base on result of performance appraisal in the future. So it calls for us to use the result of performance appraisal properly so that it can play the positive role on motivating teachers development. When we use the result of differentiated university teachers performance appraisal, we should integrate three aspects well as follows: (1)To combine the result of differentiated university teachers performance appraisal with the improvement of university teachers performance. To find out problems according to the result and to analyze their reasons, so we can draw 1058

4 up plans of performance improvement.(2)to combine the result of differentiated university teachers performance appraisal with the adjustment of university teachers position and the promotion of positional titles, so teachers who fall to the performance appraisal can t gain the promotion and teachers who are too poor in the performance appraisal should be classified as problem teachers.(3)to combine the result of differentiated university teachers performance appraisal with adjustment of university teachers bonus and wages allocation. To set up incentive system of performance appraisal to improve teachers teaching quality and attitude by materiality and immateriality measures. 4.6 To combine the basic guarantee system of differentiated Performance management Every successful implement of university teachers performance management system bases on strong basic guarantee system, Differentiated university teachers Performance management System is not an exception. Firstly, to guarantee university teachers Performance managers could manage performance fairly and reasonably, university teachers right must be guaranteed and differentiated university teachers Performance management s leader organization structure must be set up scientifically. Construct an organization taken the lead by university director and built up by ministry of personnel and teaching to take charge of the leadership and organization of university teachers performance management and meanwhile monitor that the work is carried out rightly. Secondly, university should constitute profession ladder adapts to teacher s different profession career development phase which further standard work of different university teachers performance management levels and provide support for classified teachers performance management. Lastly, university teachers performance manager should construct differentiated university teachers performance management system training and promotion guarantee system according to different teachers development phase because their performance levels are different, to provide management support for pointed training and promotion. 4.7 The schedule must be feasible every great performance management system must have four features that are easy and scientific, low-cost, evident effect.firstly, the differentiated university teacher s performance management system construction and implement should also observe that features we just refer, secondly. We should exert it efficient step by step. It is so right to executive the differentiated university teacher s performance management system follow in proper order and advances gradually and diminishes the resistance of practicing. Give priority to experimental unit; deeply unfold in the fullness of time. Finally,The differentiated university teacher s performance management system construction and implement must classify the performance improvement and system of appraisal,so that we can make The differentiated university teacher s performance management system according features that exist in various stages of teachers` career 5. Conclusion The article has proposed the definition and characteristics of university teachers performance management. It also has pointed out several special issues should pay attention to in constructing differentiated university teacher s performance management system, which can provide reference for improvement of the management system of university teacher s performance. It needs to point out that its scientific need to be perfected in the future research and the practice, because the research on construction of university teacher s performance differentiated management system is just in the starting stage. Acknowledgements: Present paper is a stage achievement for Jiangxi Province education science 25 plan projects: The differentiated university young teacher performance management studies (09YB414). 1059

5 Author brief: Zhou jingkun: Gender: Male Age:39 Birth day 03, Native Place Hunan Xinhua Working Unit: Jingdezhen Ceramic Institute; Research Direction:Performance Management Tel: References [1]. Li Hong, Zhu Yehong. The study on differentiated performance appraisal of university teachers [J]. Yangtze River university journal Chinese) (In [2]. Yang Ningyan. Analysis of the present situation of teachers appraise in our country and the enlightenment of differentiated teacher appraise [J] Heilongjiang education (in Chinese) [3]. Liang Hongjing. Study on the differentiated teacher appraises system [D]. East China Normal University doctorate Dissertation Chinese) (In [4]. Yang Ningyan. The experience and inspires of the differentiated appraise system for teacher in American [D]. Capital Normal University Master's degree Thesis Chinese) (In [5]. Liang Hongjing. Teacher s differentiated the control system and the career development of [J]. Journal of Teaching and Management Chinese) (In 1060