CAJ | 학술논문

据调查，目前地方高校的教师绩效管理，还没有以教师的全面发展为本。管理者与教师需共同参与决策、加强沟通与协调，对教师绩效信息应及时记录与反馈，并建立投诉与申诉系统，以保证教师绩效管理能够更加公开、公平、公正、科学和有效率，从而不断地促进教师和组织绩效的持续提升。
거조사，목전지방고교적교사적효관리，환몰유이교사적전면발전위본。관리자여교사수공동삼여결책、가강구통여협조，대교사적효신식응급시기록여반궤，병건립투소여신소계통，이보증교사적효관리능구경가공개、공평、공정、과학화유효솔，종이불단지촉진교사화조직적효적지속제승。
Through the investigation, it finds that the teachers＇ performance management of local university is still not based on the teachers＇ development. Managers and teachers should take part in decision making, communication and coordination together. Managers should record teachers＇ performance information and give feedback in time. And we should establish the system of complaint and appeal, and then it can ensure that the teachers＇ performance management may be openly, fairly, just, scientifically and efficiently, and it can improve the performance of the teachers and the organization.