In order to ensure the high-quality and high-level development of things or work, it is often necessary to make plans in advance, which is a written plan arranged from the aspects of purpose, requirements, methods, methods and progress. How to make a plan? The following is the middle school performance assessment plan I have compiled for you. Welcome to read the collection.

Middle school performance appraisal scheme 1 1. Guiding ideology

Guided by Scientific Outlook on Development, we will fully implement the Party's educational policy, aim at promoting the scientific development of compulsory education, focus on improving the teaching, management and service capabilities of faculty and staff, and focus on improving the performance of faculty and staff, and strive to build a perfect performance evaluation system for faculty and staff, so as to promote the wisdom and strength of faculty and staff to fully implement quality education and run a satisfactory education for the people.

Second, the evaluation principle

1, respect the law and put people first.

2. Put morality first and pay attention to actual performance.

3. Encourage the advanced and promote development.

4, objective and fair, simple and easy.

5. Work hard and get more.

Third, the implementation objectives

The faculty of the whole school includes school leaders, teachers and other professional and technical personnel, general managers and workers.

Fourth, the assessment content

The assessment content is based on the faculty's performance of statutory duties, post responsibilities and tasks, with the focus on work performance assessment. The school formulates a scientific and perfect assessment scheme and quantitative standards in combination with the actual situation.

1. The main contents of the performance appraisal of school leaders (including vice principals and assistant principals) are: fulfilling the responsibilities of principals, independent development of schools, management concepts, level and ability, and work performance.

2. The main contents of teachers' performance appraisal are: fulfilling teachers' statutory duties as stipulated by laws and regulations such as (Compulsory Education Law), (Teacher Law) and (Education Law), as well as achievements in completing post responsibilities and tasks as stipulated by the school, including achievements in teachers' morality, education and teaching, and the work of class teachers. Teachers' morality mainly assesses teachers' compliance with laws, regulations and rules, especially their respect for teachers, dedication to their posts and concern for students. Moral education focuses on the assessment of teachers' moral education in classroom teaching in combination with the characteristics of the subjects they teach. Education and teaching mainly assess teachers' moral education, teaching, education and teaching research and teachers' professional development; Teaching focuses on the assessment of teachers' teaching workload, teaching preparation, teaching implementation and teaching effect, as well as the organization and participation in teaching management of extracurricular practical activities; The teaching effect focuses on the assessment of teachers' completion of the teaching objectives stipulated by the state and students' achievement of the quality requirements of basic education. Teachers care about every student, especially those who have difficulties in learning or have deviated conduct. Education and teaching research focuses on the assessment of teachers' participation in teaching research activities; Teachers' professional development focuses on the assessment of teachers' professional knowledge expansion and education and teaching ability improvement; The head teacher is an important post in the education and teaching work of compulsory education schools, and the work of the head teacher is an important part of teachers' teaching workload. The assessment of the work of the class teacher focuses on the class teacher's educational guidance, class management, organization of class collective and team activities, and attention to the all-round development of each student. Including cultivating students' good study and behavior habits, paying attention to implementing measures to help students with difficulties, strengthening the correct guidance of students' outlook on life and values, paying attention to students' mental health, and creating a good class spirit and style of study.

3. The main contents of the performance appraisal of other teaching staff (including managers, teaching assistants and workers, the same below) are: the performance of fulfilling the post responsibilities stipulated by the school and completing the work tasks, including the performance of serving teaching, teachers and students. , the main assessment of morality, ability, diligence, performance, honesty, focusing on the assessment of work performance.

It is specially stipulated by the school that teaching staff shall not obstruct the completion of education and teaching tasks for any reason or in any way, express their demands in an illegal way, interfere with the normal education and teaching order, or harm the interests of students. This is a necessary basic condition for the performance appraisal of teaching staff.

4. Calculation method of teachers' weekly class hours: the average class hours of teachers in the whole school (inclusive) are calculated according to the actual class hours, and the excess part is multiplied by the coefficient 1.5. Related post conversion hours: League branch secretary 6, class teacher 6, accountant 10, cashier 6, teaching and research team leader 2, website administrator 1, student status administrator 2, computer administrator 3, multimedia administrator 3, librarian 6, physics experimenter 6, chemistry experimenter 6, printer 6. Pure teaching AIDS and jobs are calculated according to the average class hours of teachers.

Verb (abbreviation of verb) evaluation method

1. The school leaders' performance appraisal is graded by the assessment team organized by the County Education Bureau and the school staff, with a total score of 100, which mainly assesses the work attitude, management level and work performance of school leaders (including principals, vice principals and assistant principals).

2. The performance appraisal of teaching staff shall be organized and implemented by the school under the guidance of the County Education Bureau. The school has set up an assessment leading group to carry out classified assessment according to the assessment rules formulated by the school and considering the different characteristics of teachers and other faculty members. Take the combination of qualitative evaluation and quantitative evaluation, subject group evaluation and evaluation group evaluation, teachers' self-evaluation, teachers' mutual evaluation and students' evaluation of teaching, and formative evaluation and phased evaluation.

3. Assessment indicators: workload (class hours, workload of class teachers, attendance rate, etc.). ), work performance (professional ethics, class teacher and moral education, teaching routine, professional development, etc. ), and work efficiency (teaching efficiency, educational efficiency, teaching and research efficiency, etc. ).

① Teachers' performance evaluation is graded by evaluation teams and subject groups organized by schools and students, with a total score of 100. It mainly evaluates teachers' professional ethics, educational efficiency, professional level, teaching practice, teaching efficiency and teaching and research efficiency.

(2) The performance appraisal of other faculty members is graded by the school assessment team and teachers, with a total score of 100. Mainly assess their professional ethics, work ability, service awareness, work effect and so on.

(3) The performance evaluation of the head teacher is scored by the school evaluation team, with a full score of 100. It mainly evaluates class management, caring for students, student education, student transformation, student evaluation, communication with parents, teaching and research, daily management, and coordinated use of educational resources. The assessment results shall be used as the basis for granting the allowance to the head teacher.

(4) Those who violate education laws, regulations and rules such as (Professional Ethics of Primary and Secondary School Teachers) and (Interim Measures for Handling Teachers' Disciplinary Violations in Wangjiang County) and are given disciplinary actions such as warning, demerit recording, gross demerit recording, demotion, dismissal and dismissal will be deducted from their performance appraisal scores 10%, 20%, 30%, 40%, 50% and/respectively.

4. Performance evaluation should be conducted at the end of the semester.

Evaluation procedure of intransitive verbs

1, the assessed conducts self-evaluation and forms a personal work summary;

2. The school organizes democratic appraisal;

3, the school leading group for assessment;

4, the school assessment leading group collective research to determine the grades of faculty assessment;

5. Publicize the assessment results on campus (the publicity period is 7 days per week);

6. The school will summarize the evaluation work and report the evaluation results to the education authorities for the record.

Seven, determine the assessment order

The assessment results are divided into four grades: excellent, good, qualified and unqualified. One of the following acts can be directly assessed as unqualified:

1, corporal punishment or corporal punishment of students in disguised form, or engaging in paid tutoring or charging students fees or attending classes without authorization in violation of regulations, causing adverse effects;

2, absenteeism (work) or leave more than the number of days stipulated by the state;

3. Major campus accidents caused by dereliction of duty;

4. There are other acts that seriously damage the image and reputation of education;

Teachers and staff have different opinions on the results of performance appraisal, and can appeal to the school or its competent department through normal channels.

Viii. Application of evaluation results

(A) the results of performance appraisal of faculty and staff as the main basis for performance pay distribution.

1. According to the regulations of our province (opinions on the implementation of school performance pay in compulsory education stage), the reward part of performance pay includes the allowance of head teacher, education and teaching allowance, workload allowance and education and teaching achievement award.

2. If the performance appraisal results of faculty and staff are qualified or above, the basic performance salary will be paid in full; If the assessment results are unqualified, 80% of the basic performance salary will be paid, and no incentive performance salary will be paid.

4. Performance pay in several cases.

(1) General sick leave, deducting incentive performance pay during vacation. Teachers and staff with cancer and mental illness are paid performance pay according to the same rank. 1 If you leave for 2 months (or 60 days in total) or more during the semester, the incentive performance salary for this semester will be deducted; Leave 1 semester (or accumulated 120 days) or more will be deducted from the basic performance salary of each month of this school year and the incentive performance salary of the current year; Absence 1 year (or accumulated 240 days) and above cannot be paid for performance. (2) On-the-job personnel in the school stop paying incentive performance salary and attend on-the-job training at their own expense.

(3) Those who leave without authorization stop all performance pay.

(4) With the consent of the Education Bureau, basic performance pay and average incentive performance pay are paid to the seconded education posts in the county according to the same rank.

⑤ School-level leaders and inspectors who retired to the second line because of their age can perform their corresponding duties, and are given basic performance pay and average incentive performance pay at the same level.

⑥ Pay performance pay to faculty and temporary workers at the same rank.

(two) as an important basis for teacher qualification, job appointment, job promotion, assessment, training and recognition and reward.

The reward part of performance pay includes class teacher allowance, education and teaching allowance, workload allowance, education and teaching achievement award and so on.

The allowance for head teachers accounts for 10%, the allowance for education and teaching accounts for 35%, the allowance for workload accounts for 35%, the prize for educational and teaching achievements accounts for 10%, and other allowances account for 10%.

Head teacher allowance = head teacher assessment score/head teacher assessment total score × total allowance

Education and teaching allowance = total score of teacher assessment × total amount of this allowance

Workload allowance = weekly workload of teachers ÷ total weekly workload of teachers × total allowance.

Education and teaching achievement awards are divided into senior high school entrance examination awards and special awards.

Other allowances are divided into morning and evening self-study allowance, teaching and research group leader allowance and overtime allowance. The allowance for teaching and research team leader shall be paid by multiplying the 200 yuan by the assessment coefficient every semester, and overtime shall be paid according to relevant regulations.

The education and teaching allowance of full-time teaching assistants and workers and the education and teaching achievement award are multiplied by the average value of teachers.

X. Organizing, leading and implementing the evaluation work

1, the school set up an assessment leading group headed by the principal responsible person, consisting of 3-9 school leaders and faculty representatives. The members of the assessment leading group can be nominated by the school administrative meeting or democratically elected, and produced by the staff meeting or the staff congress.

2. Make a plan and carry it out seriously. According to the county's implementation opinions and related requirements, combined with the actual situation of the school, the school has formulated the performance appraisal scheme and detailed rules for all faculty members. After the collective research of the school leadership, the staff congress passed (more than half of the participants agreed, and two-thirds of the participants agreed), and it was announced and implemented after being approved by the county education bureau.

The second scheme of middle school performance appraisal is to ensure the orderly distribution of school performance appraisal this semester. This scheme is specially formulated according to the method stipulated in the Incentive Performance Salary Distribution Scheme for Teaching and Administrative Staff in Jiangdu Experimental Junior Middle School (20xx65438+1October 3 1 day).

First, the performance appraisal work leading group

Team leader: Yang Guobin

Deputy Head: Xinhua Weng Mingguang, Liu Xiaoping Yan Qiuming

Members: Cai Qigen, Tang Feifang, Liu Sheng, Liu Meiling Sardonar, Li Yaoaiping, Xiang Zhongqiu, Bu Hengbing, Sang Maorong, Wang Xiaoqing Ma Maobing, Ji Xiaoli, Liu Xiang, Cao Heping, heads of all grades and heads of teaching and research departments.

Second, the accounting team members division of labor

1, workload accounting statistics section

Team leader: Yang Guobin

Members: President Han Ying, Cao Heping.

2. Allowance and attendance reward evaluation team

Team leader: Zhou Mingguang

Member: Kim Jong Un

3, the teacher's moral education award evaluation group

Team leader: Liu Xiaoping

Member: Liu Sheng

4, teaching and research award and teaching quality award evaluation team

Team leader: Zhang Jian

Member: Tang Baoquan Yao Aiping

5. Logistics and Equipment Evaluation Team

Team leader: Wu Xinhua

Member: Cai Qigen Jin Zhong

Third, the timing.

1, 1 before June 23rd, each accounting group shall conduct accounting in accordance with the provisions of the Incentive Performance Pay Assessment and Distribution Scheme for Teaching and Administrative Staff in Experimental Junior High Schools in Jiangdu District, and submit the accounting results to the accounting office for overall planning, and then synthesize the first draft of the distribution list.

2.654381on the morning of October 26th, a meeting of the leader of the performance appraisal leading group was held.

On the afternoon of June 26th, 65438, a meeting of all members of the performance appraisal leading group was held to study and pass the assessment results, which were finally determined and publicized.

4. 65438+128 October, report to the Personnel Department of the Education Bureau.

Four, a few notes

1, academic award, backbone teacher award, attachment subsidy, teaching and scientific research award, etc. Should be implemented in accordance with the relevant provisions of the Education Bureau.

2. The school trade union is responsible for coordination and interpretation.

This semester's performance salary will be paid together with February's salary.

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