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高中阶段实行绩效工资带来了对教师评价和激励的种种困惑和问题,如教学“绩效”如何量化;教师的“责任”和“奉献”如何要求;绩效工资考核教师收入差距是拉大好还是缩小好;岗位工资、奖励工资如何界定和分配;绩效工资是否对较年轻教师及年纪偏大教师影响较大。绩效工资背景下教师评价和激励应坚持道德评价和业绩考核相结合;坚持过程评价和结果评价相结合;坚持人文关怀和绩效考核相结合;坚持个人考核和团队考核相结合。只有充分发挥评价的促进作用,才能充分调动教师工作的积极性,才能有利于教师专业的发展,才能最终促进学校教育教学质量的提高。
The implementation of performance salary in high school brings many puzzles and problems to teachers’ evaluation and encouragement, such as how to quantify teaching “performance ”, how “responsibility ” and "dedication The gap is better or worsened; job wages, reward how to define and distribute wages; performance salary is more influential for younger teachers and older teachers. Performance appraisal under the background of teacher evaluation and incentives should adhere to the combination of moral evaluation and performance appraisal; adhere to the combination of process evaluation and results evaluation; adhere to the combination of humane care and performance appraisal; insist the combination of individual assessment and team assessment. Only by giving full play to the promotion effect of evaluation can we fully mobilize the enthusiasm of teachers in order to be conducive to the development of teachers’ specialty so as to finally promote the improvement of school education and teaching quality.