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采用问卷调查方法对江西应用工程职业学院(以下简称我院)的“双师型”教师评价的现状进行了调查研究。结果发现:我院“双师型”教师的评价激励机制不健全。首先是缺乏一套“双师型”教师队伍的管理体制,包括任职资格、管理条例、考核办法、职称评审体系等,从而挫伤了具有“双师型”教师的工作积极性,也给其他教师向“双师型”转变带来负面影响。其次是职称评定不科学,“能讲不能做”。然后是福利待遇较低,不能充分调动“双师型”教师的工作积极性。最后是现行的“双师型”教师评价导致教师心理问题突出,身心健康受影响。针对调查结果,结合我院“双师型”教师评价经验,论文从建立“双师型”教师资格认证制度、制定“双师型”教师职称评定标准、完善“双师型”教师的评价体系、建立合理激励机制等方面提出了改善建议。
A questionnaire survey was carried out to investigate the status quo of teachers evaluation of “Double Teachers” in Jiangxi Vocational College of Applied Engineering (hereinafter referred to as “the hospital”). The result shows that the evaluation and incentive mechanism of teachers in our college is not perfect. First of all, there is a lack of a management system of “double-qualified teachers” team, including qualifications, regulations, assessment methods, professional title assessment system, thus dampening the enthusiasm of teachers with “double-teacher” To other teachers to “double teacher ” change has a negative impact. Followed by the title assessment unscientific, “can speak can not do ”. Then the benefits are lower, can not fully mobilize “double teacher ” teacher’s enthusiasm for work. Finally, the current “double teacher ” teacher evaluation led to teachers’ psychological problems prominent, physical and mental health affected. According to the survey results and the evaluation experience of teachers in our institute, this dissertation establishes the evaluation system of teachers’ qualifications of double-teacher type from the establishment of double- Teacher type "teacher evaluation system, the establishment of a reasonable incentives and other aspects put forward suggestions for improvement.