In order to ensure that work or things can be carried out efficiently, it is often necessary to make a plan in advance, which is the detailed rules, steps and arrangements for implementing a specific action. How to make a plan? The following is a sample essay of the high school performance appraisal scheme I collected for you. Welcome to share.

Senior high school academic evaluation scheme 1 I. guiding ideology

Carrying out the national education policy, actively promoting quality education, standardizing assessment procedures, and objectively and scientifically evaluating the overall work of faculty over the past year are conducive to standardizing teachers' behavior, fully mobilizing the initiative, enthusiasm and innovation of faculty, comprehensively improving teaching quality, and jointly building a brand in salt. According to the relevant national, provincial and municipal laws and regulations, combined with the actual work of senior high school teachers, this plan is formulated.

Second, the scope of application of the assessment

Teachers of various subjects in high school.

Third, the evaluation form and project

Every teacher has to receive a hundred-point evaluation every semester. The items include moral character (ideological and moral quality) (5 points), ability (cultural and professional quality) (5 points), diligence (teaching code of conduct) (5 points), achievement (teaching achievement) (20 points), honesty (honest teaching) (5 points) and workload (60 points).

Fourth, assessment is linked.

Personal assessment results are directly linked to teachers' performance pay.

Verb (abbreviation of verb) Detailed evaluation rules

(a) Germany (moral quality) 5 points.

1. Strengthen political study, care about state affairs, be loyal to education, and actively participate in collective activities such as political study and flag raising organized by the school. Otherwise, if you are absent from class, you will be deducted 1 point. Leave 0.5 points (except tolerance).

2, obey the leadership, unity and cooperation, know the general situation, the overall situation. Disobeying the leadership,

Deduct 2 points at a time; Incite trouble, deduct 5 points at a time.

3, and emotional people together, to convince people, rather than corporal punishment or corporal punishment in disguise (beating and scolding students, let students stand outside the classroom, etc. ), found a deduction 1 minute; Parents to reflect to the leadership office after verification, a deduction of 2 points; Reflect to the higher authorities or through media exposure, which has a negative impact on the school, 5 points will be deducted at a time.

4. The assessment will be deducted to zero.

② Ability (professional quality) 5 points)

1. Actively participate in various business training activities organized by the school, and seriously participate in teaching and research activities. Otherwise, if you are absent from class, you will be deducted 1 minute (except for tolerance).

2. Learn with an open mind, adhere to lectures, teach for no more than three years, and attend lectures no less than three times a week; More than three years and less than five years, with no less than two classes per week; For more than five years, attend classes at least 1 class every week. Subject to the notes in the lecture, 0.5 points will be deducted for missing one class.

3, strengthen after-class reflection, autumn tired, require each teacher to pay at least three times a semester teaching reflection, less a deduction of 1 point, reflection is not serious, a deduction of 0.5 points.

4. Actively participate in demonstration classes, observation classes, quality classes, research classes and the selection of teaching experts, and all participants will be rewarded 1 point.

5, encourage all teachers to strengthen academic research, actively publish papers, published in the city, province and national journals, respectively, reward 1, 2, 3 points.

6. Leaders give lectures in praise and reward 1 point; Criticize once 1 point.

7, young teachers must seriously participate in the open class, no reason not to participate in a deduction of 3 points; 2 points for winning the prize and 2 points for being criticized.

8, the assessment is not guaranteed, not capped.

(3) Diligence (code of conduct) 5 points)

1. Submit the teaching plan and summary on time as required, and deduct 2 points if there is no plan or summary; Two points were not deducted; Deduct 1 point if the plan summary is not serious.

2. Dress appropriately and behave in a civilized manner in class. Wear slippers or fancy clothes 1 point, sit and lecture 1 point; Take a phone call in class 1 point; Do not drink at noon on weekdays, and offenders will be deducted 5 points at a time.

3, strengthen the management of labor discipline, put an end to the phenomenon of being late and leaving early, and deduct 1 minute for being late and leaving early.

4. Strictly implement the leave system to ensure attendance. Deduct 0.2 points for personal leave and 0. 1 point for sick leave; 5 points will be deducted for absenteeism.

5. Homework and inspection. Each semester, the grade group takes the lead in checking twice, and grades one, two and three, with 5 points for the first prize, 3 points for the second prize, 2 points for the third prize, and 5 points for the uncorrected homework.

6. If there is a lesson plan inspection, the assessment standard is "5", and if there is no lesson plan, 5 points will be deducted.

7. Academic survey, organized once every semester, with the same prize as "5".

8. If there are students who are absent without reason and teachers who are not registered during class and self-study, 1 person-time will be deducted from the corresponding teachers 1 point.

9, invigilation, marking unconditional participation, not to participate in a deduction of 2 points.

10, this appraisal is not guaranteed, and it is not capped.

(4) Achievement (teaching achievement) (20 points)

1, the assessment score is average (6 points), effective (7 points) and contribution (7 points).

2, each assessment to implement a unified standard, that is, the grade director according to the number of parallel classes set the first, second and third prizes. Teacher's personal score = total class score/class number × assessment coefficient of similar classes. Evaluation coefficient of similar classes: 1 1.0, 2 1. 1 and 3 1.2, but the maximum score shall not exceed 40 points. First class accounts for 30%, second class accounts for 40%, and third class accounts for 30%.

(five) integrity (integrity from teaching) (5 points)

1, teach honestly, do not abuse power for personal gain, and do not accept property and gifts from parents. Deduct 2 points at a time.

2, don't disorderly order information, arbitrary charges, otherwise, found a deduction of 2 points.

3. Do not engage in paid make-up classes privately, and do make-up classes privately in various names. Otherwise, if paid remedial classes are found, 3 points will be deducted at a time; Found in class, deducted 5 points at a time.

(six) workload (60 points)

1. Teachers who are class teachers will be rewarded according to their work conditions. Specific criteria are: Grade three: Grade one plus 20 points, Grade two plus 18 points, Grade three plus 15 points; Grade two and grade one: grade one 18, grade two 16, grade three 14.

2. As the elders of the teaching and research group, each person will get 2 points each time.

3. Workload assessment (40 points): 10 number of languages other than two classes; Physics, chemistry, politics and history 12 or 4 classes: music, physique and aesthetics 16 or 8 classes. Insufficient workload, 3 points less for one class; Add 3 points for each section with excessive workload.

Sixth, the assessment method

This plan is evaluated by the grade group once a month and submitted to the academic affairs office.

Seven, the distribution of performance pay

The distribution of performance pay for faculty and staff is based on work performance appraisal. Add up the job evaluation scores of each faculty member to get the sum of the job performance evaluation scores of the faculty members. The total performance salary of the whole school is divided by the sum of the performance appraisal scores of the whole school, and the score is obtained, and then multiplied by the performance appraisal scores of the faculty, which is the performance salary amount that the faculty deserves.

In order to promote the smooth implementation of the school performance pay system, teacher performance appraisal can better reflect teachers' work performance and contribution, give full play to the role of encouragement and restraint, and constantly standardize school-running behavior. Combined with the actual situation of our school, the implementation plan of teacher performance appraisal in our school is formulated:

I. Guiding ideology

Taking the school's implementation of performance pay as an opportunity, fully implementing the Party's education policy, carrying out quality education in depth, establishing a scientific and standardized teacher performance evaluation system and income distribution system, giving full play to the leverage of performance pay, and inspiring the spirit of all faculty members' love for the school, love for their posts, dedication and dedication, are conducive to mobilizing the enthusiasm and creativity of faculty members and guiding them to concentrate on teaching, management, service and education in the environment. Improve the overall quality of teachers and strive to promote the sustained, healthy and rapid development of school education.

Second, the evaluation principle

Adhere to the principle of "respecting the law and putting people first" in the implementation of performance appraisal; Put morality first and pay attention to performance; Encourage the advanced and promote development; The basic principles of objectivity, fairness, simplicity and easy operation embody the performance distribution principle of "scientific and reasonable, more work and more rewards", which widens the gap reasonably.

Third, the evaluation object

All the faculty and staff in the post.

Four. List of assessment teams

Team leader:

Deputy team leader:

Team members:

Verb (abbreviation of verb) is the main content of performance appraisal.

(1) Teachers' performance mainly assesses teachers' performance in performing their statutory duties as stipulated by laws and regulations such as the Education Law, the Compulsory Education Law, and the Teachers' Law, and in performing their post duties and completing the tasks stipulated by the school. Including achievements in teachers' morality, education and teaching, and engaging in the work of class teachers.

1. Teachers' morality mainly assesses teachers' compliance with the Code of Professional Ethics for Primary and Secondary School Teachers, especially the situation of being a model, caring for students and obeying the law. Teachers shall not hinder the completion of education and teaching tasks for any reason or in any way, express their demands illegally, interfere with the normal education and teaching order, or harm the interests of students.

2. Education and teaching mainly assess teachers' moral education, teaching, education and teaching research and teachers' professional development. Moral education is the responsibility of every teacher, and teachers' implementation of moral education in classroom teaching should be assessed according to the characteristics of the subjects they teach. Teaching focuses on assessing teachers' teaching workload, teaching preparation, teaching implementation and teaching effect, as well as organizing extracurricular practical activities and participating in teaching management. The evaluation of teaching effect is mainly based on the completion of the teaching objectives stipulated by the state and the students' meeting the quality requirements of basic education. Education and teaching research focuses on the evaluation of teachers' participation in teaching research activities. Teachers' professional development focuses on the assessment of teachers' renewing education and teaching concepts, expanding professional knowledge, improving their own quality and improving their education and teaching ability.

3. The head teacher is an important post in primary and secondary education and teaching. As an important part of teachers' teaching workload, the task of a class teacher is to calculate the basic workload just like the position of a class teacher, focusing on assessing his educational guidance to students, class management, organizing class collective and team activities, communicating with parents and paying attention to the all-round development of each student. Through the examination, teachers are encouraged and promoted to do a good job as head teachers and be life mentors for students, thus promoting the all-round development of students' morality, intelligence, physique and aesthetics.

(two) the performance of general managers, non-teacher professional and technical personnel and workers is mainly evaluated from the aspects of service attitude, performance of post responsibilities and completion of work tasks.

Methods and procedures of performance evaluation of intransitive verbs

appraisal procedure

1, the school has set up a performance appraisal working group composed of middle-level and above leaders, trade unions, discipline inspection and teachers' representatives, which is specifically responsible for the formulation and assessment of the performance appraisal implementation plan for school staff.

2. Follow the principle of combining peacetime with periodicity, combining formative evaluation with periodicity, and combining qualitative evaluation with quantitative evaluation, and adopt the method of combining multiple evaluation subjects.

3. The performance appraisal is combined with the monthly routine appraisal, and comprehensive appraisal methods such as evaluation group, teaching and research group, annual collection group, students and parents are adopted, and the appraisal is conducted in various ways such as inspection, spot check, questionnaire and teaching evaluation.

(2) Evaluation procedure

1, teacher's self-evaluation. Teachers make personal summary and self-assessment according to the assessment content and job responsibilities, fill in relevant forms and books, and report their work within a certain range.

2. Democratic evaluation. Conduct democratic evaluation on the subjects taught among the faculty and students in the whole school and listen to the opinions of parents' representatives.

3. Comprehensive evaluation. On the basis of democratic evaluation, the school evaluation working group puts forward the grade suggestions of comprehensive evaluation according to the evaluation standards, teachers' self-evaluation and the evaluation of teaching and research groups.

4. Campus publicity. The assessment grades of teachers' comprehensive evaluation shall be publicized in our school for not less than 5 working days. Teachers who have different opinions on the evaluation results may appeal to the school evaluation working group or the school authorities through proper channels.

5. Determine the order. If there is no objection to the publicity, it will be published in an appropriate way in the school, and the assessment results will be stored in the teachers' personal files and reported to the school authorities for the record.

6, general management positions, non-teacher sequence of professional and technical personnel and workers' performance appraisal, with reference to the teacher performance appraisal method, the school is responsible for the implementation.

Seven. describe

1. Teachers' performance appraisal is based on the school year. The assessment is divided into three grades: excellent, qualified and unqualified. Among them, the proportion of excellent grades is 20% of the total number of teaching staff, the teachers below 60 points are unqualified and the rest are qualified.

2. After the plan is approved by the teachers' congress, it will be implemented from the first semester of the 20xx-20xx academic year. The assessment period is the academic year, and the scores will be graded at the end of the second semester of each academic year.

3. The right to interpret this scheme and its detailed rules belongs to the principal's office meeting.

Senior high school performance evaluation scheme 3 I. Evaluation purpose

The annual assessment of teachers is an important work in teacher management, and it is also the basis and premise of evaluating and hiring teachers. In order to comprehensively and systematically understand and master the actual situation of teachers during their tenure, scientifically and fairly evaluate teachers' work, distinguish between the good and the bad, reward the diligent and punish the lazy, overcome the egalitarianism in management, encourage the advanced and spur the backward, promote teachers to constantly improve their political and ideological consciousness, study hard, teach and educate people better, adapt to the higher requirements put forward by the new situation, and reward, promote, renew, dismiss and hire low-level teachers.

Second, the evaluation principle

1, adhere to the principles of comprehensiveness, objectivity, fairness and justice;

2. Adhere to the principle of combining openness, democracy and centralization;

3, adhere to the principle of combining qualitative and quantitative.

Third, the scope of assessment.

The staff of primary and secondary schools, kindergartens and educational units in the whole flag.

Fourth, the assessment content

According to the requirements of comprehensive assessment of teachers' basic quality, work quality and teaching effect, the assessment content is divided into seven aspects (the assessment index system of each aspect is determined and quantified by the unit). The focus of the assessment is to assess political performance, teach and educate people, and perform post duties.

1, political attitude and moral cultivation;

2. Knowledge level and business training;

3. education;

4. Teaching work;

5. Education, teaching and educational research;

6. Train lecturers and take the initiative to receive training guidance;

7. Workload.

Verb (abbreviation of verb) evaluation standard

The assessment should be based on the teacher's job responsibilities and the educational and teaching tasks undertaken. Teacher assessment results are divided into four grades: excellent, qualified (competent), basically qualified (basically competent) and unqualified (incompetent). The number of excellent grades should be controlled within 15% of the total number of teaching staff in this unit.

1, excellent basic standard

Can correctly implement the line, principles and policies of the party and the state, and abide by the laws and regulations of the state and the rules and regulations of the education department; Familiar with business, diligent and innovative, good at education and teaching, and have made remarkable achievements in the work undertaken.

2, the basic standard of qualified

I can correctly implement the educational policies of the party and the state, abide by the laws and regulations of the state and the rules and regulations of the education department, love education, be familiar with business, work actively, and accomplish various educational and teaching tasks well.

3. Basic standards for basic qualifications

Political performance and professional quality are average, barely adapt to work requirements, lack of enthusiasm and initiative in work, basically complete education and teaching tasks, and make mistakes in work.

4, the basic standard of unqualified

Low political and ideological awareness, incompetence in education and teaching, weak sense of responsibility, poor organizational discipline, inability to complete shared tasks, and serious mistakes in work.

Evaluation method of intransitive verbs

The evaluation should adopt a combination of qualitative and quantitative methods. First qualitative, then quantitative, and finally qualitative on the basis of quantitative treatment.

1, for the assessment of teachers, the combination of peacetime assessment and stage assessment is implemented; Combination of academic year assessment and semester assessment. Usually, the assessment is usually a single task or several tasks, and the assessment results should be recorded by functional departments and synthesized once every semester. Stage assessment is a comprehensive assessment, generally once a year, and is uniformly deployed by the school assessment leading group.

2, the evaluation work should be carried out on the basis of self-evaluation. We should fully listen to the opinions of school leaders, peer teachers, teaching and research groups, grade groups, teachers and students evaluated and their parents. You can also take lectures, symposiums, public opinion surveys, consulting lesson preparation notes, students' homework, examination papers, observing teaching, defending, democratic life meetings, etc.

3, the evaluation work should be carried out on the basis of full and true evaluation materials. Schools and teachers themselves should pay attention to collecting, recording and providing relevant evaluation materials through daily education and teaching channels.

4. Determine the level. The school assessment leading group will review the final assessment results and determine four grades: excellent, qualified, basically qualified and unqualified. The excellent rate cannot exceed 15%.

5. The assessment work should be more transparent, and the assessment results should be fed back to the assessed for comments, so as to guide them to improve their work and improve their political and professional quality.

6. Teachers' professional files are the true records of teachers' political and professional qualities, and the main basis for teachers' annual assessment results, job appointment, promotion, rewards and punishments. Therefore, it is necessary to establish and improve teachers' professional files and strengthen management and utilization. The results of each evaluation should be sorted and filed in time. Relevant materials in business files must be submitted when evaluating positions. When teachers are transferred, business files and personnel files are handed over together.

Seven, assessment procedures.

(a) the establishment of assessment leading group

Headed by the principal, the vice principal is headed by the leaders of various functional departments. Members are composed of cadres and teachers with high academic level, decent style, fair handling and recognized by the masses. Teachers' representatives should account for one-third of the number of leading bodies. The number of leading groups is determined according to the size of the school (5-9 people). The composition of the evaluation team must follow the mass line and carry forward democracy on the basis of soliciting opinions from the masses. The evaluation work is uniformly deployed and organized by the evaluation leading group. You can also set up a discipline assessment team or a school assessment team under the leading group to take charge of the preliminary assessment of teachers, and then report it to the leading group for approval, and finally form the comprehensive assessment results of teachers.

Assess the responsibilities of the leading group,

1, according to the "Program" and the actual situation of the school, formulate a feasible "Teacher Annual Assessment Program" and "Implementation Rules".

2. Organize, guide and supervise the assessment work of the unit, determine the assessment order of the assessed, and accept the review complaints of teachers who are dissatisfied with the assessment results. Issue a written notice of the evaluation results.

(2) Organize a teachers' meeting or a teachers' congress to convey the implementation plan for the annual assessment of primary and secondary school teachers in Kezuozhongqi issued by the Education and Sports Bureau; Discuss and pass the school's "Annual Assessment Plan for Teachers" and "Implementation Rules".

(3) Establish a personal assessment file for teachers (the file content includes: education and teaching plan and summary; Listen to the evaluation records; Competition records and test scores of the subjects taught; Reward and punishment records; Education and teaching papers; Inspection, evaluation summary and record of education and teaching work, evaluation and appraisal form, etc. ).

(four) the assessed teachers, according to the assessment content, self-summary, fill in the "registration form for the annual assessment of staff in public institutions".

(5) The assessment leading group shall determine the assessment grade of the assessed person according to the self-evaluation of the assessed person and the quantification of various assessment indicators of the comrade by the school, and sign the assessment opinions written by the unit leaders. The assessment results should be publicized in the school for 7 days. If the assessed teachers have different opinions on the assessment results, they shall apply to the assessment team for review during the publicity period. On the basis of careful investigation and extensive listening to the opinions of all parties, the review team will put forward the handling opinions of the review within 10 days, and then notify me in writing.

Eight, the following personnel assessment according to the following methods.

1. Those who leave on business (those who have an agreement with the Education and Sports Bureau) participate in the annual assessment of the original school, in which the service or learning unit provides detailed written performance for more than half a year, and then grade it, otherwise the assessment result will be "unlimited".

2, transferred (including secondment) work unit, in the current work unit for annual assessment, which work in a new unit for less than half a year, by the transferred school to provide detailed written performance, and then order.

3. Teachers who take the exam during the probation period and during the probation period are designated as "infinite grade", and the grade will be evaluated only after they become full members.

4. Sick leave (except work-related injuries and maternity leave for female employees) has accumulated for more than 6 months within one year, and the assessment result is "indefinite"; Teachers who are absent from work for more than 15 days in a year are assessed as "basically qualified" or "unqualified" in that year.

5. This year's retired faculty members shall go through the examination and approval procedures and do not participate in this year's assessment.

6. Teachers who have been suspended from investigation this year due to some circumstances, and even have not reached a conclusion in the case review, will participate in the annual assessment of that year, but the order is not fixed.

7, this year by the administrative demerit or serious warnings within the party and the above punishment of teachers assessment order is "basically qualified" or "unqualified".

8. In this year, teachers who run classes indiscriminately, make up classes indiscriminately and punish students have a very bad influence and are subject to administrative sanctions. All the assessment results will be classified as "unqualified".

9. Teachers who violated the family planning policy this year were rated as "unqualified".

Nine, one of the following circumstances, can not be assessed.

1, unable to work normally for more than half a year due to health reasons;

2. Studying outside the school or studying abroad. (referring to those who have reached an agreement with the Education and Sports Bureau), who have not returned to school at the specified time without proper reasons and have not been approved for more than one year; There is no agreement.

X. Use of evaluation results

(a) teachers in this year's assessment was identified as "excellent" one-time bonus;

(2) Those with "excellent" or "qualified" grades are eligible for promotion and salary increase, among which excellent personnel can be given priority in terms of job promotion, model selection and job title appointment;

(three) in this year's assessment, identified as "uncertain", "not assessed", "basically qualified" and "unqualified".

1, the unit should arrange personnel to help.

2. In that year, professional and technical positions shall not be evaluated; No promotion and salary increase.

3 teachers who have been assessed as "basically qualified" and "unqualified" for two consecutive years should be adjusted to their posts.

(four) matters not covered by the provisions of the state on the assessment of the staff of relevant institutions.

XI。 organize

Evaluation is a serious job, involving the evaluation of teachers' work and my reputation interests, and must be organized and implemented according to policies and prescribed procedures.

1, the Education and Sports Bureau set up an assessment leading group to review the assessment work of each school. The personnel unit is responsible for handling the daily affairs of the assessment work.

2. Leaders of all units must attach great importance to it and strictly control it. Assessment should adhere to standards, ensure quality, adhere to the correct political direction and policy orientation, and implement the principles of openness, democracy, equality and competition.

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