Teacher performance appraisal plan

Teacher’s Performance Appraisal Plan

In order to ensure that things or work are carried out smoothly, it is often necessary to prepare a specific, detailed and targeted plan in advance. The plan is to solve a problem or a problem. A project, the detailed process of a subject. How to make a plan? The following is a performance appraisal plan for teachers that I have collected and compiled for your reference. I hope it can help friends in need.

Teacher’s Performance Appraisal Plan 1

Salary and promotion assessment formula:

Indicators: Teaching assessment score = (promotion rate × 0.7 promotion rate × 0.3 -Withdrawal rate) × 100

The promotion rate and promotion rate here refer to the newly calculated values ??after adding 20 or 30 for first, second, and sixth grade students.

Based on this assessment score, rankings are carried out at the school level or subject level. After the arrangement is completed, the corresponding increase in tuition fee will be provided for each teacher's tuition fee.

Specific operation plan:

1. Calculate the assessment scores of all teachers in the school during the assessment cycle, from high to low, there are five grades: AAA, AA, A, B, and C.

2. In each assessment, the scores are arranged from high to low, with the proportions of AAA, AA, A, B, and C being 5, 10, 25, 50, and 10 respectively.

3. Salary increase standards: Tuition fee adjustment shall be carried out according to the following standards:

Level C: no salary increase; Level B: increase by 1 level;

A Level: increase by 2 levels; Level AA: increase by 3 levels;

Level AAA: increase by 4 levels.

Organizations can make promotions according to promotion levels and raise corresponding wages according to local remuneration conditions.

Institutions can ensure that a rating is made every period or every two periods. After the rating is completed, teachers above 50 must ensure that their salaries are increased by at least one level.

4. In addition to complying with the grading standards, the tuition adjustment must also meet the following regulations:

(1) Teachers whose comprehensive promotion rate in each period is less than 60 will not participate in the tuition adjustment

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However, in order to prevent some teachers from having a low promotion rate and a low class full rate, they hold the idea that "as long as I am not in the bottom 10, then I can increase the remuneration." The team promotion rate needs to be stipulated, and it cannot be lower than a certain level, such as 60. Don’t think that 60 is not bad. 60 is already very low. Four out of ten students left. If we look at two periods, one is 60 and the other is 60. 60×60 is only less than 40. That is to say, there were 10 children in the spring, but in the fall, there were less than 4 children left.

(2) The average number of classes taught by full-time and full-time teachers is greater than or equal to 5 per period, and more than or equal to 3 part-time teachers participate in the adjustment of tuition fees. New teachers within 1 year are excluded.

(3) Class fee ≥xxx yuan/hour, if the class full rate is less than 75; class fee ≥xxx yuan, if the class full rate is less than 85. Do not participate in the selection of A-level and above (the highest rating is B-level). Ensure that veteran teachers are motivated to attend class.

Profit-oriented method: Total headcount average headcount promotion rate method

Assessment cycle:

Four times a year, the autumn semester is assessed in February; March The assessment is for the winter vacation semester; the spring semester is for assessment in August; and the summer semester is for assessment in September.

Assessment indicators:

Total number of students, average number of students, promotion rate

Total number of students: total number of teachers’ students in the current period

Average number of students: The total number of students in the current period ÷ the number of classes taught by teachers

Promotion rate: the number of students promoted ÷ the current (final) number of applicants × 100;

The total number of students determines the tuition level, and the average number of students and the promotion rate determine Added value of tuition remuneration

Specific operation plan:

How to measure the teacher’s teaching level so that the teacher is motivated to teach students? Reasonable arrangements for performance are required.

Under the incentive of such a system, teachers will consider the problem from two aspects: First, take more students and schedule more classes. Secondly, I hope that there will be more students in each class, and I don’t want to schedule too many classes. This can ensure that the average number of students in each class is high. In this way, the principal can get good results: the average number of students in each class is high, and the teacher's income will not be too bad, which can enable the school to obtain better income.

Every year’s tuition fees are recalculated for all teachers and all are reset to zero. This can effectively prevent teachers from "resting on their laurels".

Faced with some newly opened courses and classes, there are relatively few students. At this time, you can discuss with some new teachers who have fewer classes, whether you can multiply the class fee by 80 to teach instead, so as to ensure that the courses do not lose money. Corresponding adjustments can be made when encountering special circumstances.

Bonus plan

Distributing bonuses on site and showing them to other teachers will have a better incentive effect.

(1) Promotion bonus (renewal bonus)

(2) Full attendance bonus

(3) Substitute teaching bonus

(4 ) Other benefits - Performance appraisal plan 2 for teachers with humanistic care (eating, etc.)

1. Guiding ideology

According to (the Ministry of Education's "Performance Appraisal Work for Teachers in Compulsory Education Schools" Guidance Opinions) (Jiaoren (XX) No. 1 5), (Implementation Opinions on Performance Appraisal of Compulsory Education Schools in Guangxi Zhuang Autonomous Region) (Guijiaoren (XX) No. 6 8), (Performance Appraisal of Faculty and Staff of Compulsory Education Schools in Nanning City Implementation Opinions (Trial)) and (Implementation Opinions on Performance Appraisal of Faculty and Staff of Hengxian County Compulsory Education School (Trial)) (Hengjiaofa (XX) No. 11) and (Implementation Opinions on Performance Appraisal of Faculty and Staff of Yunbiao Town Compulsory Education School) Based on the actual situation of our village committee primary school, this implementation distribution plan is specially formulated. After discussion at the Faculty Representative Conference, it will be publicly approved among the faculty and staff, and will be implemented after being reported to the town central school for approval.

2. Implementation objects

On-the-job teaching staff of Nankang Village Committee Primary School, Yunbiao Town, Hengxian County.

3. Assessment rules

1. Attendance (basic score 10 points)

Classes, assemblies, regular meetings and various meetings:

Late: 0.1 points will be deducted each time.

Asking for leave: 0.5 points will be deducted for each period exceeding the number of periods stipulated in the (Heng County Primary and Secondary School Faculty Management Regulations).

Absenteeism: 1 point deducted for each period.

The above points will be deducted until all the points are used up.

2. Workload (base score: 20 points)

Quantify the weekly workload of all positions in the school. The weekly workload of all faculty and staff is added up to obtain the total weekly workload of each position in the school, which is divided by the total number of faculty and staff in the school to obtain the per capita weekly workload of the school's faculty and staff. The actual weekly workload of faculty and staff is divided by the average weekly workload of school faculty and staff multiplied by the workload to obtain the faculty and staff workload score. The calculation formula is: per capita weekly workload of faculty and staff = total weekly workload of each position in the school ÷ total number of faculty and staff. Faculty and staff workload score = actual weekly workload of faculty and staff ÷ average weekly workload of faculty and staff × 20 points.

3. Professional ethics (base score: 10 points)

Faculty and staff are not allowed to use corporal punishment or disguised corporal punishment on students, and they are not allowed to discriminate against underachievers, otherwise 2 points will be deducted each time.

5 points will be deducted for each time that causes consequences or adverse effects; 2 points will be deducted for each time that the school assigns work without regard to the overall situation; 5 points will be deducted for each time that there is disunity and dissension. The above points will be deducted continuously.

4. Education and teaching process (basic score: 30 points)

①Class:

(1) Attend class seriously, strictly implement the roll call system, and maintain good classroom discipline (Physical education students are not allowed to run around on campus), otherwise, 1 point will be deducted each time.

(2) If an unsafe accident occurs during class, the teacher shall bear full responsibility, and 10-15 points will be deducted according to the severity of the case.

(3) Organize teaching carefully, make teaching consistent with students’ actual conditions, pay attention to the all-round development of each student, and focus on cultivating students’ good behavioral habits. Otherwise, if the implementation is not in place, 3 points will be deducted for each failure in class.

②Lesson preparation, lecture listening, homework correction, etc.

(1) Each teacher must carefully prepare lessons to ensure neat writing, complete links, innovation, and conform to the spirit of curriculum reform, and If you have feedback after teaching, otherwise, 2 points will be deducted for each missing section, and 1 point will be deducted for poor quality.

(2) Keep listening to the lectures, take notes, and write good comments for listening to the lectures. If you fail to meet the requirements, 1 point will be deducted for each missing section, and if you have no comments, 0.5 points will be deducted.

(3) The assignments are marked carefully, and there are no errors or omissions. The assignments are completed as required, and the corrections require detailed approval, which has a guiding role. If you do not complete the task as required, 1 point will be deducted for each missing step, and 0.5 points will be deducted for errors.

(4) After each unit is taught, 2 points will be deducted for each failure to conduct a test summary.

③ The work of the class teacher

If the class meeting and safety and health class are not taught seriously and are treated as self-study classes, 1 point will be deducted for each class; the class teacher is not serious about other class work assigned by the school If organized, 1 point will be deducted each time; for a class that obtains the red flag of mobility, the class teacher will add 1 point each time.

④ If the weekly duty officer does not work seriously, does not open and lock the door on time, and does not fulfill the weekly duty requirements, 2 points will be deducted each time. If poor management causes adverse consequences, 5 points will be deducted each time. The above points will be deducted until all points are deducted.

4. Achievements in education, teaching and scientific research (base score: 30 points)

(1) If the subject score in the final test exceeds the town’s standard score, 5 points will be added for each extra point. If one point is lower, 3 points will be deducted until all points are deducted.

(2) Those who have received education, teaching, scientific research and other activity awards at or above the school level will be awarded 2 points each time at the school level and school district level, 3 points will be added at the town level, 4 points will be added at the county level, and 5 points will be added at the county level or above. .

(3) For each paper published or awarded, 2 points are added at the county level, 3 points are added at the municipal level, 4 points are added at the autonomous region level, and 5 points are added at the national level.

(4) 5 points will be added for each topic involved in the research.

4. This plan will be explained by the Nankang Village Committee Primary School Office of Yun Town, Hengxian County. Teachers’ Performance Appraisal Plan 3

In order to fully implement the performance salary distribution system for compulsory education schools, effectively strengthen the construction of the teacher team, fully mobilize the initiative and creativity of teachers, and improve the long-term incentive mechanism for compulsory education schools, This plan is specially formulated to standardize management and improve the quality of education and teaching.

1. Guiding ideology

Taking the implementation of performance-based pay for teachers and staff in compulsory education schools as an opportunity, establish a scientific and standardized income distribution mechanism for primary and secondary schools, give full play to the leverage of performance-based pay, and truly achieve There is a difference between working and not working, working more and less, and working well and badly. We encourage all faculty and staff to be dedicated to their jobs, work hard, forge ahead, proactively complete various work tasks and goals, and strive to promote education in the city. The business continues to develop healthily and rapidly.

2. Scope of assessment:

All faculty and staff.

3. Assessment leading group and assessment time:

Assessments are conducted every school year or semester at the time specified by the Education Bureau. This assessment is scored for one academic year. If it is assessed monthly, it will be converted accordingly.

Assessment leading group:

Team leader: Yang Zaichu

Deputy team leaders: Sun Jinhe, Yang Yonghua, Wang Xitao.

Members: Yang Zibin, Xu Wei, Cheng Dajun, grade leader, Wei Yuzhong, Yang Qinghua, Liang Ansheng, Wu Bin.

4. Assessment and Distribution Principles

1. Adhere to the principle of “no work, no gain, more work, more reward, and good performance and good rewards”. Performance pay is based on job performance appraisal results as the main basis for distribution. No matter what the reason is, as long as there are no job performance appraisal results, you cannot participate in the distribution of performance wages.

2. Adhere to the principles of “justice, fairness and openness”. The entire process of performance salary assessment and distribution is made public to ensure fairness and impartiality.

3. Adhere to the principle of combining quantitative and qualitative assessment.

5. Performance appraisal content and quantitative scoring method

The assessment is worth 100 points, including 10 points for teacher ethics, 10 points for attendance, 30 points for workload, and 30 points for education and teaching process. 20 points, and 30 points for education and teaching performance.

Teacher ethics. The political direction is clear, the educational ideas are correct, and the professional ethics are high.

1. Theoretical study

① Actively and conscientiously participate in group learning, take the initiative to self-study and self-understand, and remember all study notes. Those who are not late, leave early, or absent during the study period and take notes carefully will receive full marks.

②0.2 points will be deducted for each unexcused absence.

③0.1 points will be deducted for each time you leave early or arrive late.

④ If the notes are incomplete, 0.2 points will be deducted depending on the situation.

2. Professional ethics: teach in accordance with the law, be dedicated to work, love students, be rigorous in academic studies, unite and cooperate, respect parents, teach with integrity, and be a role model for others. Those who achieve this will receive full marks. Points will be deducted or added to those who have the following circumstances:

① One point will be deducted each time if words and deeds violate norms, fights, insults other people's personality, etc.

② If there is any illegal charging or ordering of information, 1 point will be deducted for each person.

③ Due to improper work, parents will complain, which will have a large negative impact, and 2 points will be deducted for each person.

④Those who are subject to party and government disciplinary sanctions and public security penalties during the semester will be deducted 5 points.

⑤ If a teacher is found to be well-dressed or behave in an uncivilized manner, 0.1 points will be deducted once. Such as: wearing strange clothes, wearing slippers, vests, miniskirts, shorts into the classroom, dyeing nails, smoking in the classroom, sitting at the desk, spitting, throwing debris, speaking rudely and other uncivilized behaviors.

⑥Hindering the completion of education and teaching tasks, disobeying reasonable work arrangements, expressing demands in illegal ways, interfering with normal education and teaching order, and harming the interests of students, the teacher's ethics score will be 0.

⑦Keeping students out of class will result in a deduction of 0.1 points for each student. For corporal punishment or disguised corporal punishment, 0.3 points will be deducted for each person. Punitive homework will be left, and 0.1 points will be deducted for each time.

⑧The teacher is a role model and his behavior has a greater positive impact on society, and 0.2 points will be added.

⑨ Teachers who actively care about the school's work, complete other temporary tasks, maintain the reputation of the school, and contribute to the collective regardless of their internal or external duties, will receive an additional 0.2 points as appropriate.

⑩Students with a pass rate of over 90 will be awarded 1 point, and 0.01 points will be deducted for each unqualified vote. Attendance. Dedicated to duties, proactive in work, meticulous, and complete tasks well. Observe work disciplines, obey work arrangements, take the overall situation into consideration, be responsible, happily accept temporary work, and actively participate in voluntary activities. ;