Abstract: Problem of performance appraisal for college teachers is a core problem to promote teacher qualities and improve college development. Based on the specificity of college teacher, to make operable performance appraisal system can stimulate motivation of teachers, strengthen teacher staff construction and make significance to college development. This paper brings Balanced Scorecard to performance appraisal system of college teachers, following the principles of equality and practicability, to make comprehensive performance appraisal of college teachers.

Key words: Balanced Scorecard; Performance appraisal; College teachers

China State Council meeting on September 2 in the year 2009 announced a plan to push forward performance pay system in public health and grassroots health institutions on 2009 October 1, and this payment management pattern would be brought into other public institutional organizations on 2010 January 1. This announcement makes people start to pay attention to some fresh concepts, such as performance pay, performance appraisal, and performance management and so on. College teachers are the special group respected by people, all sectors in society concern about teacher performance appraisal. Use reasonable effective performance appraisal indicator and build new performance appraisal system for college teacher would have great significance.

1. Understanding of “Performance”

Viewing from management angle, we define “performance” to the results that are expected by institutions, which are the effective output of every different dimension from institutions to realize their targets. Brumbrach defined it as this “Performance means the behavior and its results, it is preformed by people who engaged in work. It is not only a tool to get result, the behavior itself is also result. The behavior is the result of mentally and physically expended which is for finishing the tasks, and it can be estimated separated from the results”. Make a conclusion, we indicate “performance” is the result which is achieved by carrying out some activity.

2. Main problems in present performance appraisal of college teachers

Teacher is vital to schools, take reasonable teacher performance appraisal system would strength teacher qualities. Viewing from human recourse management aspect, it could improve teachers’ positivity and stimulate their enthusiasm to distribute more energy to education career. Currently, there are various shortages in college teacher performance appraisal and can influence fair and reasonable appraisal of teachers.

Firstly, it lacks understanding of performance appraisal system of college teachers. Neglecting performance appraisal and ignoring appraisal process make performance appraisal just go through the motions, and these make appraisal enforcers pay little attention to employees, for they are not familiar with it. If this becomes to be a vicious cycle, it would be bad for performance appraisal of college teachers.

Secondly, it would be unfair if we use scores to make performance appraisal. Some colleges take scoring method to appraise teacher performance now. For appraisal goal is not clear and appraisal result would not be open, this separates appraisal system and motivation system, to make unfair appraisal to the teachers and waste evaluation resources.

Thirdly, college orientation is not clear, then to make content of performance appraisal have some deviations. Some colleges do not have distinct orientations in school type, discipline establishment and so on, different school orientation should have different appraisal methods and emphasis. If this indistinct phenomenon continues, it would affect teacher development and the realization of college strategic goal.

Fourthly, the guidance of appraisal results is not fully used. To make performance appraisal is not the end, we should apply the appraisal results to guide the teacher work better and perfect performance appraisal, in order to improve teachers’ potential and the school development. When performance evaluation lacks conclusion and feedback, we would not reasonably use appraisal result and its guidance functions.

3. Based on BSC（Balance Scorecard）to redesign performance appraisal content of college teachers.

Effective performance management can encourage members in institution, and benefit salary division and staff training. The aim to take performance appraisal of college teachers is to excavate their potential, supply better condition for their development and improve their satisfaction. Focus on the main problems in current performance appraisal of college teachers by BSC and hope to establish reasonable and fair performance appraisal system for college teachers.

BSC is widely used in company. It has the features such as multi-dimensions, strong systematic and it can overcome the disadvantages of one-sidedness and subjectivity. Now we change the indicators to apply it to performance appraisal of college teachers, this could conquer many shortages of traditional performance appraisal. Therefore, it is very significant to design the suitable indicators to make performance appraisal of college teachers.

According to the specialty of teacher groups in higher school, based on BSC theory, make some changes to the contents of the four evaluation indicators and state systematic relationship among the dimensions, then design performance appraisal for college teacher. The model should be following, firstly, establishing the view from college mission and orientation. The view is the entry point of BSC to an institution appraisal, it could lead the institution development. What type university it defined itself, it could have what mission. In research university, it should pay more attention to innovation of science project research and educate more researching people.

Firstly, make changes between financial indicator and development of teacher themselves indicators. Financial index used in enterprises means the enterprise profit index (income, profit and so on), it is finally reflected in the enterprise survival capacity. Teacher as the worker in college, their development about themselves, their education background, earnings in research project, trust from students and their continuing study and so on would impact the college development.

Secondly, turn teaching index into customer index. In company, customer is the sale terminal, service target and profit original channel. Company and customer are related to each other, if there is no customer, there would be no company development. The same reason that school are used to cultivate student and teacher as the most important part in school to impact students’ knowledge acquire. Take the evaluation by the students, the teachers evaluate each others, professional team organized by school to randomly inspect classes and score would be the interaction performance method to improve teaching quality.

Thirdly, turn internal processes index into teacher research index. Internal processes are with enterprises’ goal and vision to adjust itself. In higher school, teachers’ research capability is necessary. How many thesis the teacher delivered and how many projects the teacher applied and carried on can prove their research capability. And teacher research capability would impact school development.

Fourthly, turn teacher moral index into learning and growing index. Learning and growing index in company is with strategic vision to improve the company, but in higher school, teacher should be responsible, positive, care about student and have good moral to make examples for students. This is vital for school to create fine learning and university spirit atmosphere, so we change the teacher moral index into learning and growing index in company is reasonable.

Development of teacher themselves

（education background，research， appraisal among teachers，student appraisal，continue study and training）

Teachers’ research

（published thesis，research project which are applied and carried on）

Teachers’ teaching

（student appraisal，appraisal among teachers，professional team to make random inspection，family interaction）

Teachers’ moral

（care students，to be exampled，positive，responsible）

School vision

（mission and target）    In performance appraisal of college teachers, the content of four dimensions is expanded by school vision, it supplies student high quality education service and knowledge, makes better chances for teachers’ development. Teachers’ education background, research and teaching capability seriously influence student development. So students’ subjective and real evaluation, teachers evaluate each others in major area, the professional team organized by school to evaluate teachers by randomly inspection but restrict the evaluation quantity, and parents can make interaction with school to do the teaching appraisal make reasonable and ascertain the fair appraisal results. According to the relationship among the four appraisal dimensions of college teachers based on BSC, the appraisal could be took on independently, for they are all accordance with school vision. It would push the vision realization, make reasonable and fair appraisal of college teachers and improve sound development of school. However, when there is unexpected problem appeared, we should take flexible method to solve it counted by condition.

4. It has significant to carry on performance appraisal of college teachers

Performance appraisal of college teacher is different from other performance appraisal of company, this is decided by the specialty of the teacher career. This could improve teachers’ work, make reasonable division of profit, and give advice to teacher construction reformation.

In particular, based on BSC to make performance appraisal of college teachers would have the following significance. Firstly, stimulate teachers’ motivation and strength teacher resource. Performance appraisals not only supply service for teacher employ and promotion, but also to stimulate teacher motivation and let them better development and strength the whole teacher qualities. Teaching and research capability and so on to make scientific appraisal to reflect teachers’ ability correctly and distinct their advantages and disadvantages in teaching, research and many other aspects, then they can adjust and improve work quality to do their better, in this way to form the virtuous cycle of teaching and research.

Secondly, activate employ mechanism and improve efficiency of management in high school. In order to adapt the fast development of higher education, we should establish effective and perfect human resource management system to form fine environment to attract excellent teachers. It is the reliable evidence for schools to make decision and divide profit, then improve effective management and fine operation of institution.

Thirdly, it can supervise teachers and promote combination of external competition and internal elimination mechanism. Through performance appraisal of college teachers to supervise and guide teachers’ work and help administrators do better management and improve teacher work ability and effect. Meanwhile to strength teacher quality construction and improve the whole power of school.

5. Conclusion

Performance appraisal of college teachers is an important work to make management and reformation in high school. Teacher as the main force in school, their work directly influences college reputation and development. Only the appraisal in school takes reasonable and fair method, and makes justice profit division could perfect teacher quality and make better school development. This paper supplies a new think for performance appraisal of college teachers, and according to the present main problems in performance appraisal of college teachers, based on BSC to redesign new appraisal indicators. Then to make a comparison with traditional performance appraisal, this new method would be better to make comprehensive performance appraisal for college teachers.