三百六十度回饋應用於我國國中、國小教師績效評核之可行性研究

The feasibility research on the application of 360 degree feedback to the service rating of junior and elementary school teachers

謝淑芬(Shu-Fen Hsieh)

指導教授 ： 紀俊臣 ； 郭文忠

元智大學/管理學院/管理研究所/碩士(2003年)

摘要

數十年來，公立高中以下的教師之考績不但無法源依據，且探究我國中、小教師成績考核辦法之發展過程，可以發現政府對中小學教師之績效考核，多引用公務人員考績法之精神，自行訂頒行政命令，採用上對下的人事管理的觀點，對教師的年度工作表現，予以考核。綜合整個考核辦法內涵，實難看出其考核之教育目的為何？從其考核結果之運用來看，亦難看出其對解決教師教學困難、促進教師專業成長或激勵教師士氣有何助益。正因為學校對教師的績效評估，無法達到激勵教師士氣，提昇教師人力資源，所以教育部亦正在積極研擬較嚴整的公立高中以下學校教師的績效考核辦法。使得中小學教師績效能正確的被評估出來，並與激勵制度相
結合。所以中小學教師的績效考核課題實有研討的價值，值得深入研究。
本研究乃是以三百六十度回饋導入桃園縣國民中學、國民小學教師的績效評核進行可行性研究，採用深度訪談法與文獻探討法，找出三百六十度回饋制度之起源與問題，並訪談三位人事主任、二位考績委員會中教師代表、一位教務主任、一位訓育組長、一位桃園縣政府人事室副主任等共八人，都是考績委員會成員，從訪談中發現：
一、目前的國中、國小教師的績效考核，著重在總結性的評鑑，而未落實形成性的評鑑。
二、考績委員會的運作在許多學校流於形式。考績委員中教師代表缺乏實質的觀察機會。
三、在訪談中，大部份的受訪教師對於現行之「獎金發放」改到滿意，受訪老師雖然不認同目前考核辦法具有獎勵優良與淘汰不適任教師的功能，卻認為現行考績制度中的考績等的決定過程感到滿意。
四、大多數的受訪者認為三百六十度回饋真要導入目前的國民中學、國民小學的話，最好是以追求教師專業成長為目的加以導入，不牽扯到績效評核，這樣評核的結果會較為準確。
五、大多數的受訪者雖認為三百六十度回饋所提供的回饋資料會比單一評核來得更為客觀，但三百六十度回饋在目前的國民中學、國民小學的組織文化上與評核來源上，似乎目前還不具備全面實施的條件，一來：目前的國民中、小學中，同儕之間的情誼仍是許多老師在做互評時的考量依據，此外學生評核的部份，受訪者普遍認為國民中學與國民小學的學生不具備評核教師的能力。對於自評的部份，受訪者認為若評核具有獎酬的情況下，會影響自評的準確度。至於向上評核行政人員的部份，大部份的受訪者認為如果是給予行政人員建議是可行的，但將評核結果做為績效評核的話，可能會造成行政人員為了討好教師，而許多措施不敢施行，或是評核者不敢做出誠實的評核，怕行政上的報復，或者是評核者藉此機會，挾怨報復，而影響評核的正確性，因此向上評核是否具可信度，值得懷疑。

關鍵字

三百六十度回饋 ； 中小學教師 ； 考績 ； 績效評核

並列摘要

For few decades, the service rating of public senior high school teachers doesn''t have any source basis. And we can investigate the development of the service rating of public senior high school teachers, we can find the method is to primary quote from the law official business.
Investigating the teachers’ work performance of the year by issuing the executive order. Sythesize the whole content of the method of the service rating, we can hardly find the purpose of the method. In other way, we find the method
that it can’t not only solve the difficulty of the teaching, but also it can’t promote the profession growth of the teachers. Because of the reasons, Ministry of Education is drawing up a strict method of the service rating of public senior hight school teachars. Ministry of Education hopes that
the method can evaluate the teachers'' work performance exactly and combine with incentive system. So the research on the service rating of public senior high school teachers is valuable.The methods of the research are “the depth interview” and “literature review”.The Research hopes to find the origins and problems of the system. The researcher interviewed three personnel directors, two teachers of the rating committees,an educational administration director, a vice-director in a Taoyuan country government Personnel Department, a chief of activity. All of them are the members
of the rating committees.
From their talking, the researcher finds that :
(1)The service rating of Junior and elementary teachers emphasizes in the summary appraising, and did not practice the formation appraising.
(2)The operation of the rating committees becomes formalistic at many schools. The teachers of the rating committees lack of the observation chance to understand the performance of all the teachers.
(3)Most teachers are satisfied with “the cash award”, and they also think that the method doesn''t have the function of praising good teachers and eliminating ineligible teachers.
(4)Most interviewees think that the purpose of 360 degree feedback is to persue professional growth of the teachers in Junior and elementary schools will be better. If the purpose of the system is to understand the teachers'' performance, maybe it will fail.
(5)Most interviewees think that the information about the teachers''performance from different sources will be more objective than one source. But they also think that system doesn''t fit the environment of junior and elementary schools. The reasons are as follows:
(1)The peers'' friendship is the consideration basis of the teachers''appraising.
(2)The students of junior and elementary schools don''t have the ability to appraise their teachers.
(3)About self assessment, the teachers of junior and elementary schools think that the rewards will affect the outcome of self assessment.
(4)About upward appraising, most interviewees think that the feedback is the purpose of giving suggestions to the administrative person could be executable. But if the
outcome is for performance appraising, many administrative person will cater for the teachers and don''t enforce many policies. In the other way, many appraisers dare not to do the hoest appraising. Because they are afraid of revenge of the administrative person. Because of the reasons, upward appraising is not so correct and doubtful.

並列關鍵字

360 degree feedback ； the service rating of teachers ； elementary school and junior high school

參考文獻

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