我国于2009年1月起，对义务教育学校的教师执行岗位绩效工资政策，目的在于促进教育事业的长远发展及教师队伍的稳定建设，然而教师绩效工资分配制度的实现需要建立在教师绩效管理的基础之上。过去十多年，我国各地区、各学校的管理者都在积极探索实践，希望建立更加科学、规范、公平、公正的绩效管理体系。但是，在教师绩效管理的实施过程中，特别是小学阶段的教师绩效管理，仍然存在许多问题，急需解决。

本文以西安市A小学教师绩效考核改进为研究主题，首先对选题的背景意义进行论述，并通过查阅大量研究文献资料，学习了解国内外针对教师绩效考核内容的研究现状，参考现有研究成果，初步确认出本文研究的内容、方法、研究思路和框架。其次，根据本次研究内容，有针对性的对现有绩效考核理论，绩效考核方法以及激励理论进行系统的学习与研究，借鉴目前先进的理论成果和研究经验，以西安市A小学专任教师为研究对象，按照“现状描述--问题原因分析--方案对策”的研究路线，进行本文的研究。在对A小学教师绩效考核现状、问题分析时，采用案例分析法、问卷调查法，分析得出A小学教师绩效考核中存在的问题以及问题产生的原因，包括：考核主体不够多元化，考核结果不客观，考核反馈机制不够健全，考核结果应用效果差等问题。接着，在进行A小学教师绩效考核改进设计时，首先明确A小学教师绩效考核改进设计的目标及原则，并采用工作分析法提出A小学教师绩效考核指标体系，再依据德尔菲法确认教师绩效考核指标权重，最后进行了教师绩效考核结果应用与激励方法设计。从绩效计划、绩效评价、绩效反馈三个方面对A小学教师绩效考核改进方案的实施进行详细阐述，并从五个层面提出针对A小学教师绩效考核改进方案实施的保障措施，包括管理者层面、意识层面、组织层面、制度层面以及技术层面，全面保障绩效考核改进方案的实施。本次研究着眼于A小学教师绩效考核管理工作，有利于改善A小学教师绩效考核体系，提升教师对于绩效考核工作的满意度，提高A小学教师管理效率，同时也为小学阶段教师绩效考核应用提供研究范例。由于本人自身知识储备和研究经验不足，本次研究还存在很多不足，本人在今后的学习工作中会继续进行研究和完善。

小学教育的长期发展，需要学校管理者树立正确的小学教师绩效考核管理理念，建立准确的教师绩效考核管理目标，搭建科学合理的教师绩效考核体系，运用合理的考核方式，及时反馈教师绩效考核的评分结果，真正发挥教师绩效考核管理的作用，提高教师个人的教育水平和学校整体的教学质量。

Since January 2009, China has implemented a performance-based salary policy for teachers in compulsory education schools, with the aim of promoting the long-term development of education and the stable construction of the teaching staff. However, the implementation of the performance-based salary distribution system for teachers needs to be based on teacher performance management. Over the past decade, managers from various regions and schools in China have been actively exploring and practicing, hoping to establish a more scientific, standardized, fair, and just performance management system. However, in the implementation process of teacher performance management, especially in the primary school stage, there are still many problems that need to be solved urgently.

This article takes the improvement of teacher performance evaluation in A Primary School in Xi'an as the research theme. Firstly, the background significance of the topic is discussed, and through consulting a large number of research literature, the current research status of teacher performance evaluation content at home and abroad is learned. Referring to existing research results, the content, methods, research ideas, and framework of this article are initially confirmed. Secondly, based on the content of this study, targeted learning and research will be conducted on existing performance appraisal theories, performance appraisal methods, and incentive theories. Drawing on current advanced theoretical achievements and research experience, this study will focus on full-time teachers of A Primary School in Xi'an City, following the research route of "current situation description - problem cause analysis - plan countermeasures". When analyzing the current situation and problems of performance evaluation for primary school teachers in A, case analysis and questionnaire survey methods were used to identify the problems and causes of performance evaluation for primary school teachers, including insufficient diversity of evaluation subjects, objective evaluation results, inadequate feedback mechanisms, and poor application effectiveness of evaluation results. Next, when designing the improvement of A primary school teacher performance evaluation, the objectives and principles of A primary school teacher performance evaluation improvement design were first clarified, and a performance evaluation index system for A primary school teachers was proposed using the work analysis method. Then, the weight of teacher performance evaluation indicators was confirmed based on the Delphi method. Finally, the application of teacher performance evaluation results and the design of incentive methods were carried out. This article provides a detailed explanation of the implementation of the performance evaluation improvement plan for A primary school teachers from three aspects: performance plan, performance evaluation, and performance feedback. It proposes security measures for the implementation of the performance evaluation improvement plan for A primary school teachers from five levels, including the management level, awareness level, organizational level, institutional level, and technical level, to comprehensively ensure the implementation of the performance evaluation improvement plan. This study focuses on the management of performance evaluation for primary school teachers in A, which is beneficial for improving the performance evaluation system for primary school teachers, enhancing teachers' satisfaction with performance evaluation work, and improving the management efficiency of primary school teachers. At the same time, it also provides a research example for the application of performance evaluation for primary school teachers. Due to my insufficient knowledge reserves and research experience, there are still many shortcomings in this study. I will continue to research and improve in my future learning work.

The long-term development of primary education requires school managers to establish the correct concept of primary school teacher performance evaluation management, establish accurate goals for teacher performance evaluation management, establish a scientific and reasonable teacher performance evaluation system, use reasonable evaluation methods, and timely feedback on the evaluation results of teacher performance evaluation. This truly plays the role of teacher performance evaluation management, improves the personal education level of teachers and the overall teaching quality of the school.

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