In order to ensure the orderly progress of work or things, it is often necessary to prepare plans in advance. Good planning will definitely pay attention to the participation and interaction of the audience. So what problems should we pay attention to when making a plan? The following is the performance appraisal scheme for faculty and staff that I have compiled for you, for reference only. Welcome to reading.

The staff performance appraisal scheme 1 aims to further deepen the reform of the internal personnel system of the school, implement the post target responsibility system of the staff, stimulate the enthusiasm of the staff for enterprising and teaching, objectively, fairly and reasonably evaluate the performance of the staff, their educational and teaching ability and work performance, and promote the scientific and standardized process of school management. According to the Notice of the Office of Lanshan People's Government on Forwarding the Measures for the Implementation of Performance Pay in Compulsory Education Schools by the Education Bureau of the Municipal Bureau of Personnel, Labor and Social Security, the Guiding Opinions of the Education Bureau of Lanshan District of Rizhao City on the Distribution of Performance Pay in Schools and other superior documents, combined with the actual situation of the school, the following implementation plans are formulated:

I. Guiding ideology

In order to implement the policy of performance-based pay distribution in public institutions, standardize the internal distribution mode of schools and safeguard the interests of teaching staff, we should establish a scientific and standardized school income distribution mechanism on the basis of implementing performance-based pay for teaching staff, give full play to the leverage of performance-based pay, fully mobilize teachers' enthusiasm and creativity, give full play to their potential, and promote the continuous improvement of teachers' ideological quality, professional level and work ability, truly reflecting the same problem of doing or not doing, doing more and doing less, and doing well.

Second, the implementation object

According to the national regulations, the official staff of our school who implement the post performance pay system in public institutions are on the job.

Third, the principle of distribution

1, the principle of putting morality first and paying attention to performance.

2, adhere to the principle of more pay for more work, excellent teaching and excellent reward.

3. Adhere to the principles of fairness, justice and openness.

4. Adhere to the principle of leaning towards front-line teachers and excellent teachers.

5. Adhere to the principle of leaning towards class teachers and teachers in remote rural areas.

6, adhere to the principle of overall planning, scientific and reasonable.

7. Adhere to the principle of overall school performance.

Fourth, the basic content

(-) Examination and approval of performance pay

Performance pay is divided into two parts: basic pay and incentive pay. The basic performance salary is only a month's subsidy salary, and the incentive salary mainly reflects the workload, field contribution and other factors, and is paid according to the assessment results by semester or school year.

(B) the content of performance pay incentives

Incentive performance pay mainly reflects attendance, workload, work performance and other factors in the process of education and teaching, and is distributed on the basis of performance appraisal. The incentive salary for teachers set up by the school is 1000 yuan per person per academic year.

Verb (abbreviation of verb) performance appraisal standards and methods

The main contents of performance appraisal include morality, ability, diligence and achievement, including professional ethics, professional ability (work ability and level), work performance and work effectiveness.

Scoring for each assessment: professional ethics (10), professional ability (25), work performance (15) and work effectiveness (50).

(1) professional ethics (the total score of assessment is 100, which is included in the total score of performance appraisal according to 10%).

1, assessment contents and standards: mainly assess teachers' compliance with discipline and law (compliance with education laws and regulations, school rules and regulations and teaching behavior norms), love and dedication (professional identity, dedication, teachers' concept of honor and disgrace, professional ethics and setting an example), care for students (attitude, manner and responsibility towards students), unity and cooperation (overall awareness and team spirit) and so on. Teachers are required to abide by the "Code of Professional Ethics for Primary and Secondary School Teachers" and the relevant regulations of Country-specific ones Education Bureau on teacher management, to teach and educate people, and to be a model, and not to corporal punishment or corporal punishment in disguised form.

2. Assessment method:

(1) Daily assessment accounts for 30 points. The implementation of the punishment system, according to the daily inspection of the school, to verify the problems reported by parents or students. Violation of the relevant provisions of teachers' professional ethics, deducted 3 points each time, until the end of the deduction. If the circumstances are serious, it will be punished according to the relevant provisions of the higher authorities.

(2) The final evaluation is 70 points. Organizational identification accounts for 30 points; Teachers' democratic appraisal accounts for 40 points. The evaluation standard is required by the newly promulgated Code of Professional Ethics for Primary and Secondary School Teachers.

First, organize a review of 30 points.

1, unite colleagues, be polite, and don't swear or swear.

2. Abide by the school discipline and system, leave early and return late, not late and leave early, and rarely ask for leave.

3. Actively participate in school management, offer suggestions, teach by example, and don't complain.

4, civilized language, decent behavior, pay attention to setting an example and example for students from bit by bit, and have good personal habits and self-cultivation.

5. Don't smoke in class, don't turn on your cell phone, don't be late, and don't leave early.

6. Students should pay attention to "moving with emotion, understanding with reason" in their work, and don't use corporal punishment to satirize students.

7. Management of children: cultivate good habits of civilized discipline, ensure that your children do not reach the teaching area, and affect the order of education and teaching.

8. Care about public health and protect the public environment. Actively participate in the cleaning of public health, and consciously keep the teaching area clean and hygienic.

Note: The total score when commenting is 100, and it is finally converted by 30%.

The second is 40 points for democratic appraisal. (The content of democratic appraisal is the same as that of organizational appraisal, and the final score is 40 points. )

(2) Professional ability (the total assessment score is 250 points, and this score is included in the total performance assessment score by 10%)

1, assessment content and standard: implement teaching routine and be competent for the education and teaching work undertaken; Strive to improve the level and ability of education and teaching, learn to apply modern teaching methods, and constantly improve them, actively engage in teaching and scientific research activities, and sum up experience in time.

2. Assessment method:

One is the routine teaching (150), which is scored by the routine examination results of primary schools in the town center (which can be combined with the routine examination results of schools) and converted into the number of components.

The second is classroom teaching (50 points)

At the end of the semester, the guidance office organizes business leaders, teaching directors, grade directors, teaching and research team leaders, key teachers, etc. And evaluate and score teachers according to daily lectures, various large-scale lectures and teachers' daily classroom teaching.

Three, regular teaching and research (50 points)

I. Evaluation of lectures (40 points)

I. Attendance (20 points): The number of lectures attended by teachers per semester shall not be less than 15. Deduct 2 points for each missing paragraph until it is completed.

Two. Class evaluation (20 points): Class evaluation shall be conducted at least 15 times per semester, and a class evaluation sheet shall be filled in for class evaluation, the content of which is consistent with the attendance sheet; According to the teaching situation of teachers and the requirements of the new curriculum standard, we should objectively and realistically evaluate and put forward our own suggestions or reflections. Do not meet the requirements, every 2 points less, until the end of the deduction.

The evaluation team shall conduct process inspection in time and publish the inspection results. Attendance records or evaluations without the signature of the guidance office are not included in the statistics.

Second, attend teaching and research activities at all levels on time (10). 3 points will be deducted for absenteeism, and 0.5-3 points will be deducted according to the seriousness and correctness of attitude.

(3) Work performance. (15)

1, assessment content: mainly assess teachers' teaching workload and teachers' attendance.

2. Assessment method:

First, the workload (5 points, this achievement is included in the total score of performance appraisal according to the real points).

Basic workload: According to the teaching plan, the establishment of teachers and the actual situation of the school, according to the Guiding Opinions of Education Bureau of Lanshan District of Rizhao City on Standardizing the Workload of Teaching and Administrative Staff in Primary and Secondary Schools (Lan Teaching Method (2065438+03) No.59), the scores are converted and included in the performance.

2. Attendance (100), this score is included in the total score of performance appraisal according to 10%. )

According to the teacher's attendance rules, the score is converted into performance.

(four) the effectiveness of the work (this score is included in the total score of performance appraisal by 50 points. )

1, assessment criteria: adhere to the principle of people-oriented and moral education first, and the education effect is good. Complete the teaching work plan, and the qualified rate and excellent rate of students' scores in any subject reach the predetermined goal. Attach importance to the all-round development of students' quality and actively carry out activities beneficial to students' physical and mental health. Hard work, positive and enterprising, outstanding comprehensive results.

2. Assessment method:

(1) Teaching effectiveness (50 points).

1. Basic score (45 points): Teachers who teach unified examination subjects will be evaluated on the basis of quality test at the end of each semester. The calculation method is: the students of the same grade in the town are an assessment unit, teaching two examination subjects and taking the average score. If they are both Chinese and English or math and English, then Chinese or math accounts for 60% and English accounts for 40%. The formula for calculating the scores of all subjects is: the highest average score is 30, set as A, the average score of other teachers is set as B, and the teaching scores of other teachers are set as X, then: X = 30 * B/A.

Two. Improved score (5 points): Compared with the final grade of last semester, for each improved score, the average score is 1 point. The calculation method is: if the improvement score is y, then Y= (average score this semester-average score this semester-average score last semester)-(average score last semester). Until the account is full.

Teaching effect score = x+y.

Assessment of "teaching effectiveness" of full-time teachers in music, physical education, beauty, labor, information, comprehensive practice, local and school-based courses (50 points).

The first case: there are only 1 teacher in each subject. All teachers' evaluation (40%) and the democratic evaluation of the class head teacher and deputy head teacher (60%) are comprehensively converted, and after being equal to other teachers, they are included in personal performance.

In the second case, there are two or more teachers in each subject. One is theory and skills sampling (40%), the other is classroom teaching evaluation (30%), the third is subject interest activities (20%), and the fourth is participating in competitions at all levels (10%). Comprehensive conversion, even if there are other teachers, included in personal performance.

Sixth, reward points.

1, teaching cadres, teachers to meet the evaluation supervision, according to the unit responsible for the work of the score conversion, the maximum is not more than 3 points.

2, as a grade leader, teaching and research team leader according to 0-2 points assessment. Part-time librarians, laboratory administrators, canteen buyers and other special room leaders who have completed the school's teaching workload are serious and correct, and get 0- 1.5 points; Other staff can complete the duty monitoring and other tasks arranged by the school without gross negligence, that is, 0- 1 point, otherwise no score will be scored; Responsible for new education, school-based curriculum, children's palace and other work. School, complete the task seriously, record 1-2 points without mistakes.

Can be scored repeatedly, but the maximum is not more than 3 points.

3. Affairs arranged by the school (2 points).

Assist the school to complete unexpected tasks, and score 0. 1 each time, with a maximum of 2 points.

An explanation of the problems related to intransitive verbs

(A) other examination subjects are not unified, and some assessment teachers are insufficient.

Other missing parts (professional ability, educational effect and teaching effect) of teachers in non-unified examination subjects can be assessed by the assessment team in terms of their job responsibilities, service quality, service attitude and work performance, and scored through democratic appraisal. The specific assessment method is: the assessed will make an evaluation after reporting the work. The number of outstanding teachers in different examination subjects shall not exceed 30% of the total number of teachers in non-unified examination subjects.

(two) the following provisions shall be made for the following personnel to pay incentive performance wages.

1, if it is seconded to the outside of the education system by the competent department of the District Education Bureau, the incentive performance salary shall be paid by the original unit according to the assessment opinions of the seconded unit, and in principle it shall not be higher than the excellent grade.

2. With the consent of the competent department of the District Education Bureau, if a teacher teaches or is seconded within the education system, during the period of teaching and secondment, the incentive performance salary shall be paid by the original unit according to the assessment opinions provided by the aided unit and the seconded unit. Without the unified secondment of the District Education Bureau to other units, no incentive performance pay will be issued, and the deducted incentive performance pay will be included in the total incentive performance pay of the original school;

4. Reward performance pay for retirees and normal job-transfer personnel in that year shall be paid according to the actual work month.

5, approved by the Education Bureau on-the-job short-term training of teaching cadres and teachers, reward wages as usual.

6. If the professional ethics assessment and annual assessment are unqualified, the reward salary will be directly set as the general grade.

(3) Under any of the following circumstances, performance pay will not be paid this year.

1, in violation of national policies and regulations, has not yet expired due to disciplinary action by the Party and government;

2. Corporal punishment was investigated for insulting students;

3. Refusing to accept the tasks arranged and assigned by the organization, and still refusing to repent after education;

4, unreasonable, seriously interfere with social order or the normal work of the school;

5. Absence from work for 5 consecutive working days or accumulated over 10 days;

6, dereliction of duty, dereliction of duty caused a major safety accident;

7. The school principal who was rejected by one vote and given a yellow card warning;

8. Other personnel who do not enjoy performance pay rewards according to regulations.

(4) According to the results of performance appraisal, it is divided into excellent and good grades according to the ratio of 3:7. If there is a work attitude or poor performance, it is divided into general. The school implements the combination of performance pay and unit subsidy standardization. After the implementation of incentive performance pay, the school will no longer issue other bonuses, benefits and subsidies on its own.

(5) Individuals who have reached the age of 55 for men and 50 for women, or educational cadres who have left their original leadership positions due to their age with the approval of the organization and personnel department and the competent department, can participate in performance pay distribution according to their good grades (without occupying good grades in the school). But I must obey the work arrangement of the school and complete the tasks assigned by the school. If I don't obey the arrangement of the school, the examination result will be regarded as incompetent.

VII. Finalization and use of the evaluation results.

Finalization of assessment results: All primary schools in the town make their own performance assessment plans with reference to this plan. According to the actual situation of our school, calculate the teacher's performance score, and report it to Huangdun Town Central Primary School for summary within one week after the semester holiday after a week of publicity without objection.

Eight, implementation.

This "plan" will be implemented after it is passed by the teachers' congress. This evaluation scheme is explained by the school evaluation leading group.

The second is to improve the implementation of performance pay for teachers and staff. According to the requirements of higher authorities and the actual situation of kindergartens, the following performance evaluation methods for kindergartens are formulated.

Kindergarten performance pay consists of three parts, namely: post allowance, workload allowance and performance reward. Among them, post allowance and workload allowance are basic performance wages, accounting for 60% of the total, and performance rewards account for 40%. This year's incremental part is mainly used for performance.

The first is the relevant regulations on leave, sick leave and substitute leave.

1, sick leave is only allowed to leave after being approved by the leader with the medical record card and the sick leave note issued by the outpatient doctor. The national sick pay shall be implemented according to national regulations. Performance reward: 50 yuan will be deducted every day for sick leave and 80 yuan will be deducted every day for five working days for personal leave. Sick leave exceeding five working days will be deducted from 60 yuan every day, and personal leave will be deducted every day 160 yuan.

2. Sick leave and personal leave are linked to attendance.

3, must ask for leave before personal leave, can ask for leave with the approval of the leadership.

4. If you are late or leave early, if there are special reasons, you should contact the garden in time and handle it as appropriate according to the actual situation. Generally 10 -30 minutes will be deducted for 20 yuan.

5, absenteeism day 300 yuan, and so on. Petition during working hours is regarded as absenteeism, and the teacher's morality is rejected by one vote.

6. Substitute for 50 yuan for half a day.

7. Teachers need to ask for leave, which will not affect their work and study. Ask for leave in advance and fill in the leave slip, and the leave can be adjusted only after the leader agrees. Leave without permission, absenteeism. The continuous rest time shall not exceed three working days, and the class affairs shall be settled through consultation, avoiding the teaching month and major kindergarten activities.

8. Except for emergency and special circumstances, try to make use of the free time to see a doctor and ask for leave from the leader in advance. If the time of seeing a doctor outside the island reaches one day, it will be treated as a half-day holiday. The main trend is to show the medical record to the leaders after seeing the disease.

9. Funeral leave, maternity leave, marriage leave and public holiday shall be implemented according to the holidays stipulated by the state and enjoy the attendance award.

10. Those who attend the parent-teacher meeting shall be subject to the notice of the relevant school, and shall be treated as appropriate after completing the workload. Holidays do not exceed half a day, and round-trip leave is not provided.

1 1, family planning, blood donation, withdrawal, wages and bonuses will not be affected during the prescribed holidays, and attendance bonus will not be deducted. Those who exceed the prescribed time shall be treated as sick leave.

Second, awards

1, public welfare activity award

Municipal level: first-class 200 yuan, second-class 180 yuan, third-class 150 yuan, participation or encouragement award 100 yuan.

Municipal thematic exchange in 200 yuan.

County level: excellent 100 yuan, Liang 80 yuan, participating in or encouraging 50 yuan (lecture plus 30 yuan);

County-level thematic exchange 100 yuan

Film level: Tour 80 yuan, Liang 60 yuan (oral class plus 20 yuan);

2. Papers published and awards.

None of the teaching and research sections of the National Non-Education Bureau is sponsored, and it must be a professional publication.

Release: municipal 100 yuan, county-level 300 yuan.

Awards: 300 yuan, the first prize at the municipal level, 200 yuan, the second prize, and the third prize 100 yuan;

The first prize at the county level is 200 yuan, the second prize is 100 yuan, and the third prize is 50 yuan.

The same content does not repeat the award, and the general article will be handled as appropriate.

Staff Performance Appraisal Scheme 3 In order to further mobilize the enthusiasm of the staff in our school and build a scientific, reasonable, fair and just internal distribution system with an incentive mechanism, this implementation scheme is formulated in accordance with the spirit of the relevant documents of the higher authorities.

I. Guiding ideology

Standardize the internal distribution methods in schools, establish a scientific and standardized income distribution mechanism for teachers, give full play to the leverage of performance pay, encourage teachers to love their jobs, work hard, forge ahead, mobilize the enthusiasm and initiative of the majority of teaching staff, and promote the healthy and smooth development of school education and teaching.

Second, the implementation object

All the faculty and staff in our school are on the job this year.

Third, the principle of distribution

1, adhere to the principle of "more pay for more work, excellent performance and excellent reward". Based on work attitude, sense of responsibility and actual performance, we focus on front-line teachers, backbone teachers and teachers with outstanding contributions.

2. Adhere to the principle of "scientific and reasonable", make overall consideration of the performance-based salary distribution relationship of all kinds of personnel in the school, make scientific arrangements, and build a distribution incentive mechanism that conforms to the actual situation of our school.

3, adhere to the principle of "openness, fairness and justice", the whole process of sunshine operation, to ensure that teachers have the right to know, participate and supervise.

Fourth, the leading body.

The school set up a leading group for performance salary distribution (see Annex 1 for details). The head of the school is the team leader, and the team members are composed of school leaders, office leaders and faculty representatives, who are responsible for the assessment of the workload and performance of faculty and staff, as well as the issuance, distribution and explanation of performance pay.

Verb (abbreviation of verb) allocation method

(A) the composition of performance pay

1. The performance salary of faculty and staff is added up according to the performance appraisal scores of each faculty and staff, and the whole school appraisal score is obtained. The total incentive performance salary of the school is deducted from the allowance of the head teacher and the total performance salary of the principal, divided by the total score of the school performance appraisal, and multiplied by the individual performance appraisal score of the faculty, which is the amount of performance salary that the faculty deserves.

2. The total assessment score of each faculty member is 100, which is divided into four items, namely attendance (10), workload (50), education and teaching (work) process (25), work performance (15) and bonus (no more than 5% of the total score).

(2) Evaluation method

1, attendance (10), check the attendance of the whole school staff.

(1) responsible department: office

(2) Calculation method: actual attendance days in the current month/attendance days in the current month * 10.

(3) Description: 65,438+0 points will be deducted for sick leave for 2 days and 65,438+0 points for personal leave for 65,438+0 days, which will not be counted as negative points until this point is deducted; Deduct this month's score for one day of absenteeism; Absenteeism for no reason 1 day or more, sick leave and personal leave accumulated for 5 days or more in the current month, all the bonus wages in the current month will be deducted, and the wedding, funeral and maternity leave will be implemented according to relevant regulations. Attendance is naturally summarized as soon as possible, and records such as monthly assessment scores and attendance machine records are publicized and included in the attendance sheet.

2. Workload (50 points)

① Responsible Department: Supervision Office

② Calculation method: Calculate the workload of each faculty member according to the Unified Method for Measuring the Workload of Faculty Members in Anping Comprehensive Vocational and Technical School (see Annex II), and the monthly score of each faculty member is: (50* the number of faculty members participating in the assessment)/(the monthly standard working hours of faculty members participating in the assessment) * my total workload.

(3) Summarize all points of the workload of faculty and staff in a natural month and include them in the evaluation form.

3, education and teaching (work) process 25 points

Responsible departments: school distribution leading group, academic affairs office and functional offices.

① See Annex III for the teaching process and assessment methods for faculty and staff.

② Work process assessment of non-teaching staff. See Annex 4 for the evaluation criteria; Non-teaching personnel refer to administrative personnel, teaching assistants and logistics personnel.

4, work performance (15 points)

(1), responsible department: distribution leading group.

(2), teaching staff assessment methods:

(1) The test score is 8 points, and the test is conducted twice at the middle and end of each semester. If the pass rate is over 80%, if it is less than 80%, 2 points will be deducted, and every low 10 percentage point will be deducted 1 minute.

② 4 points for teaching evaluation. Students evaluate teachers twice each semester, with a satisfaction score of over 70% and 4 points; Satisfied with more than 50% of the votes, 3 points below 70%; If the satisfaction vote is lower than 50%, 2 points will be scored if it is higher than 30%; Satisfied votes below 30% 1 minute.

③ Students lose 3 points. Deduct 1 minute for each loss until the deduction is finished. In the natural month.

(3) Non-teaching staff should be evaluated together with the working process. See Annex 4 for the evaluation method.

5, the teacher in charge of work assessment method:

(1) Department in charge: Political and Educational Affairs Office.

(2) Assessment method: The monthly allowance of the head teacher is determined according to the school standards and paid according to the assessment of the head teacher. Specific allowance: allowance standard for class teacher/100* my assessment score. Published once every natural month. See Annex V for specific evaluation methods.

6. Reward points

① Responsible department: office.

② Calculation method:

A awards include honorary titles, educational and scientific research achievements, competition awards (including guiding students to win awards), excellent teaching plans, speech competitions, etc. 2 points at the county level, 3 points at the municipal level and 5 points at the provincial level. Cumulative score, but no more than 5 points per semester.

The directors of each office will be rewarded with 3 points for teaching 10 class hours per week, and 5 points for teaching more than 20 class hours. The deputy director will be awarded 3 points for more than 20 class hours per week.

(3) The above awards must be recommended by the school, and individuals who participate in the awards privately will not be evaluated.

7 Other matters

(1) In any of the following circumstances, the incentive performance salary can be deducted:

A. Those who have not undertaken any education and teaching work in this semester (except those arranged by the Education Bureau to retreat to the second line and those arranged by the school) or those who are under any of the following circumstances are not entitled to reward performance pay.

(1) This semester, absenteeism for no reason accumulated more than 5 working days (inclusive), and sick leave accumulated more than 2 months (inclusive);

(2) Stop paying wages in violation of laws, regulations or other relevant provisions;

(3) Secondment to work outside the education system.

B. In terms of teachers' ethics and building a clean government, those who violate the Teachers' Law, the Professional Ethics of Primary and Secondary School Teachers and other relevant laws, regulations and rules and fail to be dealt with by the organization will be deducted from the total score as appropriate. Anyone who is punished by informed criticism, warning, demerit recording, serious demerit recording, demotion, dismissal or dismissal during the semester will be deducted 20%, 30%, 50%, 60%, 70%, 80% and 100% of the total performance appraisal results respectively.

(2) The weight of performance evaluation scores of teaching assistants, logistics personnel and special posts arranged by the school shall be determined by the school evaluation team.

9 performance appraisal points summary method:

(1), evaluation method: the director of the office is evaluated by the competent leader and the evaluation team; The general staff of the office shall be assessed by the head of the office and the assessment team; Teachers are assessed by the heads of the academic affairs office and the teaching and research section.

(2), accounting method: according to the workload of different positions to develop accounting methods. The actual score of middle-level supervisors is 0.9 times of their work flow and work performance appraisal scores. The scores of other non-teaching staff are 0.7 times of their work flow and work performance assessment scores.

(3) Evaluation method: personal points 1 month 1 day are summarized, published at the beginning of each month and implemented by the office.

VI. The right to interpret and modify the Scheme belongs to the School's Leading Group for Performance Wage Distribution.

Seven, the "program" from the school staff meeting through the date of implementation.

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