Summary of Teacher's Performance Appraisal 1 During this year, I have always been strict with myself by the standard of being a people's teacher, guided by the innovative education policy, committed to teaching students well and making them develop in an all-round way, and worked hard with a down-to-earth attitude. In order to better carry out the work in the future, sum up experience and draw lessons, I will first summarize my achievements in ideological work this year as follows.
First, ideologically
Over the past year, I have never forgotten to strengthen ideological and political study everywhere. Be strict with yourself, set an example for comrades all over the country, and play an exemplary and leading role. Over the past year, I have never asked for leave, been late or been absent for any reason. Not afraid of hardship and fatigue, I always devote myself to my work with a hundred times enthusiasm.
Second, at work.
Over the past year, I have obeyed the distribution of school leaders and earnestly completed all the tasks assigned by the school. In teaching, I humbly ask the old teachers, carefully study the new syllabus, thoroughly understand the teaching materials, actively explore teaching ideas, flexibly apply some advanced teaching theories, scientific teaching methods and advanced modern teaching means to classroom teaching, and strive to cultivate students' cooperative communication ability, independent inquiry ability and innovation ability. In addition, I pay great attention to the accumulation of teaching experience while doing a good job in teaching. Publish teaching papers 1 article.
While doing a good job, I also don't forget to unite with comrades, respect leaders and colleagues, and treat every comrade sincerely.
In this year's work, I have been well received by school leaders, teachers and students. However, after inspection, there are also many shortcomings and problems that need to be corrected in the future. The main shortcomings are: first, theoretical knowledge, lack of study, lazy thinking; Second, although I work hard, my personal ability needs to be improved, and my students' grades are not improving very quickly. In the future, with the help of school leaders and all comrades, I will strengthen my study, improve my working ability and take my thoughts and work to a higher level!
Summary of Teachers' Performance Appraisal 2 According to the Implementation Opinions on the Reform of Staff Income Distribution System in Provincial Institutions (18), "Institutions independently decide the performance pay distribution of their own units within the total performance pay approved by their superiors, and adopt flexible and diverse distribution forms and methods according to the standardized distribution procedures and requirements. The performance pay distribution should be based on the performance and contribution of employees and widen the gap reasonably. Before the official introduction of the performance-based pay policy in public institutions, these measures are formulated (for Trial Implementation) to implement the performance-based pay distribution for school teachers in the compulsory education stage, safeguard the interests of teaching staff, stabilize the ranks of grassroots teachers, and clarify the internal distribution policy.
I. Guiding ideology
Taking the implementation of performance pay for teachers and staff in compulsory education schools as an opportunity, we should establish a scientific and standardized income distribution mechanism for primary and secondary schools, give full play to the leverage of performance pay, and truly do something different, do something different, do something different, and do something different, so as to encourage the majority of teachers and staff to love their jobs, work hard and forge ahead. Actively complete various tasks and objectives, and strive to promote the sustained, healthy and rapid development of education in the city.
Second, the implementation object
On-the-job teaching staff (including provincial aided teachers) in primary and secondary schools (including central schools) in the compulsory education stage of the city, the performance pay sent by compulsory education schools is approved to the aided schools, and they participate in the performance pay distribution of the aided schools. The assessment basis and requirements are the same as those of the aided schools, and the personnel seconded to non-compulsory education schools or other units do not participate in performance pay assessment and distribution.
Third, the principle of evaluation and distribution.
1, adhere to the principle of "no pains, no gains, excellent grades and rewards". Performance pay is based on the results of performance appraisal. No matter what the reason, as long as there is no post performance appraisal result, you can't participate in the distribution and payment of performance pay.
2. Adhere to the principle of "justice, fairness and openness". The whole process of performance pay assessment and distribution is open, fair and just.
3, adhere to the principle of "scientific and reasonable". The performance appraisal wage distribution scheme of compulsory education schools in the city should be scientific and reasonable, and the performance wage gap should not be too large.
Fourth, the form of performance pay.
The performance salary of school staff in the compulsory education stage in the city is divided into two parts: the first half of the year (1-June) and the second half of the year (7-65438+February). After being audited by the Personnel Department of the Municipal Education Bureau, it will be reported to the Municipal Finance Bureau and directly transferred to the teacher's personal salary card through the personal salary account.
Five, the content of performance appraisal and quantitative scoring method
(A) performance appraisal items and scoring standards
Assessment * * * 100, including attendance 10, workload 30, education and teaching process 30, and education and teaching performance 30.
1, attendance rate (10). Mainly assess the attendance of faculty and staff. Sick leave for 3 days will be deducted 1 minute, personal leave 1 day will be deducted 1 minute, and miners 1 day will be deducted 3 points. Negative scores are not calculated until this score is deducted. Holidays such as weddings, funerals and maternity leave shall be implemented in accordance with relevant regulations. The assessment basis is the attendance record of the school (unit).
2. Workload (30 points). Quantify the weekly workload of all positions in the school. Add up the weekly workload of all faculty and staff to get the total weekly workload of all positions in the school, and then divide it by the total number of faculty and staff in the school to get the per capita weekly workload of faculty and staff in the school. The workload score of faculty is divided by the actual workload of faculty per week, and then multiplied by the workload. The calculation formula is:
Weekly per capita workload of teaching staff = weekly total workload of all positions in the school ÷ total number of teaching staff.
Teachers' workload score = teachers' actual workload per week/teachers' average workload per week 30 points.
All schools (units) should reasonably match the workload of faculty and staff, and try to achieve a balanced workload of faculty and staff every week.
3, education and teaching process (30 points). Mainly assess the post responsibilities and safety management responsibilities, work attitude and sense of responsibility of faculty and staff in the process of education and teaching. Full-time teachers focus on the implementation of regular teaching such as preparing lessons, teaching, approving classes, helping classes, and taking part in teaching and research activities. It is necessary to guide teachers to carry out teaching work in peacetime, actively participate in teaching and research activities, improve classroom teaching efficiency, and implement quality education. For this kind of assessment of non-teaching staff, the school should formulate corresponding rules.
4, education and teaching performance (30 points). Mainly assess the completion of the task objectives of the department and the actual effect of the work. Full-time teachers with other social work properties, according to the part-time situation, the assessment score is divided into teaching score and part-time score according to a certain proportion, and the score is calculated by sub-assessment. The performance evaluation of non-full-time teachers' education and teaching is carried out by the central school (unit) according to the post objectives and tasks arranged each time, and is carefully and strictly evaluated and quantified as scores. The assessment of educational and teaching achievements in special schools can formulate detailed assessment rules suitable for their own reality according to their own characteristics.
(B) the distribution of performance pay
The distribution of performance pay for faculty and staff is based on the results of 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. Divide the total performance salary of the whole school by the sum of the performance appraisal scores of the whole school to get the score. The score multiplied by the employee's performance appraisal score is the amount of performance salary that the employee deserves. The calculation formula is:
Summary of Teachers' Performance Appraisal 3 I. Ideological Work
As the saying goes, "It's never too old to learn". This academic year, I can consciously learn the spirit of the party newspaper and the party magazine, and establish a noble teacher's morality. Through study, I can be strict with myself in all aspects, strive to improve my professional ethics, have the courage to dissect myself, analyze myself, face myself squarely and improve my quality.
Second, the teaching work
This semester, I am a Chinese and English teacher in grade three. In teaching, we can consciously take a serious teaching attitude, study the new syllabus carefully, thoroughly understand the teaching materials, actively explore teaching ideas, flexibly use some advanced teaching theories, scientific teaching methods and advanced modern teaching means to carry out classroom teaching, and strive to cultivate students' cooperative communication ability, independent inquiry ability and innovation ability, and strive to improve students' Chinese literacy. Strictly implement the system of "daily practice, weekly test and monthly test" and correct students' mistakes with a set of wrong questions.
Among the subjects I teach, the average Chinese score of Class Three One is 9 1.8.
The average English score of Class Three One is 95.5.
The average English score of Class 32 is 93.9.
In my spare time, I also sum up my teaching experience seriously and take an active part in various competitions. In XX, he won the second place in the calligraphy group of the autumn teacher skills competition in Sizhen, and the third place in the Chinese group of the quality class competition for young teachers. Won the third prize of Lu Xian Primary School English Teacher Skills Competition.
Third, the work of the class teacher:
After working as a class teacher, I tried my best to manage the class according to the daily rules of primary school students, paying great attention to safety, hygiene and discipline. Successfully completed the task assigned by the school. Often talk with students, visit their families and do quantitative work, so that some "problem" students can understand right and wrong, know what to do and what not to do, so as to develop good behavior habits and students can have a good sense of collective honor. Secondly, strengthen the construction of class blackboard newspaper, create a good learning atmosphere and encourage advanced development. On the blackboard newspaper at the back of the class, I created the columns of "Learning Garden" and "Young Eagle Fighting for Chapter"; Regularly select outstanding students' individuals and groups and post them on the "Young Eagle for Chapter" board newspaper to promote the advanced; Blackboard newspapers are changed regularly, and the content and form are required to be innovative, which has played a good role in publicity and education. Finally, I set up a small post in the class to strengthen the daily management of the class. This semester, I made a great reform: first, I divided the class work into 23 small posts, and each student was free to claim according to his own actual situation, and the class cadres and the class teacher supervised the grading as the basis for evaluating students at the end of the term. Through hard work, our class has made the following achievements this year: In the 13th Campus Culture and Art Festival, Wang Youxia's painting and Zhang Xiaoying's calligraphy in our class won the first prize in the third grade group. The literary and artistic program Happy Angel won the second prize in the middle section. In the XX spring sports meeting, won the first place in the middle group. XX Spring June 1st Radio Exercise Competition won the fourth place.
As a teacher, I not only need to work hard, but also need to actively participate in the practice of quality education, constantly learn, constantly update my educational concept and constantly improve myself. I will make persistent efforts in my future work!