中学政治学科名师工作室的实践探索与理性思考

中学政治学科名师工作室是指由某一地区中学政治学科首席名师领衔,多名中学政治学科骨干教师组成,以政治学科研究和青年政治教师培养为主要内容,以提高中学政治教师教育教学、教育研究能力和促进中学政治教师专业成长为目的的研修共同体,是名师工作室的重要组成部分.它既具有名师工作室的共性,又具有自身的特点.随着实践的不断深入,中学政治学科名师工作室在具体实施过程中,暴露出了不少问题,如定位不准、方向不明,自主专业发展的意识不够,持续性发展的后劲不足,评估手段繁琐、效果差等,这些问题严重影响着中学政治学科名师工作室作用的充分发挥.因此,为实现中学政治学科名师工作室的高效、科学运行,必须要采取转变观念、明确自我定位、树立“政治名师服务工作室”思想;大力发展政治名师工作室“草根化”经营道路;进一步强化政治名师工作室的区域辐射功能;完善政治名师工作室考核评估体系等有效措施,推进中学政治学科名师工作室的建设与发展.     

Introducing a Teacher Evaluation System Based on Teacher Effectiveness Research: An Investigation of Stakeholders’ Perceptions

Teacher Effectiveness Research (TER) could be a foundation upon which a valid teacher evaluation system could be built. However, even a technically exceptional evaluation system may be doomed to fail if the political dynamics that influence its implementation are not examined. This study examines the extent to which a proposed teacher evaluation system based on TER is possible to gain acceptance from the main stakeholders of the Cypriot educational system. The extent to which stakeholders’ reactions to the proposed system are associated with their personal interests and concerns is also investigated. Both groups recognized that TER could be a foundation upon which a valid teacher evaluation system could be built but were critical of suggestions that might reduce their professional power. In order to reach consensus, policy makers should establish procedures to ensure a clear understanding among stakeholders of both the theoretical assumptions of the proposed system and the type of concerns that stakeholders might have against change.     

Teacher evaluation in China: latest trends and future directions

With the implementation of teacher performance pay in 2009 in China, teacher performance evaluation has become a heated topic. This research study follows up on two previous studies of teacher evaluation in China and continues the dialog by analyzing the latest trends in the context of teacher performance pay. There were two sources of information for this article: academic journal articles and teacher evaluation practices of two schools from Beijing. Seven themes were derived from a content analysis of the academic journal articles: (a) studies on teacher evaluation within the context of curriculum reform, (b) methods of teacher evaluation, (c) studies of miscellaneous responses, (d) studies on developmental teacher evaluation, (e) studies on teacher performance evaluation, (f) studies on teacher effectiveness, and (g) philosophical thoughts of teacher evaluation. The two cases of teacher evaluation practices revealed some changes since the implementation of teacher performance pay, such as a more comprehensive teacher evaluation system.     

研究生思想政治理论课教学评价的问题及对策探讨

建立完善的研究生思想政治理论课教学评价体系,对推动研究生思想政治教育发展具有重要的理论意义和实践价值。"2010方案"实施以来,研究生思想政治理论课教学评价面临诸多新的挑战和问题,如:评价主体单一、评价过程简单化、评价方法缺乏多样性等。针对这些问题,可以通过建立多样性的评价主体、建立综合性的教学过程评价模式、采用多元化的评价方法等措施加以解决。     

高校思政课教学评价体系构建研究

构建科学系统的高校思想政治理论课教学评价体系,对科学有效地评价高校思想政治理论课的教学效果具有十分重要的意义.文章从课程建设、教师主体、学生主体等角度探讨如何构建高校思想政治理论课教学的评价体系,该体系的构建研究,对有效开展高校思想政治理论课的教学评价工作将会起到积极的作用.     

职业院校教师及教育质量评价实践

教师工作的绩效状况是决定我们教育教学质量的关键和核心．教师工作是一项艰辛复杂而又特殊的脑力劳动,决定了教师及教育质量评价制度存在的必要性和实施的困难性。成功的教师及教育质量评价制度应该使得方方面面都受益。文章在探讨实施评价工作原则的基础上．分析了基于“德技共举知行合一”的“学生最喜欢的老师评选制度”、“教师绩效综合测评制度”、教师及教育质量评价实践案例。     

Promoting professional growth in new teacher evaluation systems: Practitioners’ lived experiences in changing policy contexts

International recognition of the teacher’s role in student learning has increased attention to teacher quality and evaluation. In the U.S., policy has relaxed requirements for using student outcomes and granted more flexibility to evaluate teachers in ways that ostensibly improve instructional practice and student learning. This exploratory single case study examined the perceptions of practitioners at one high school in a large, suburban district during the implementation of a new evaluation system posited as focused on teacher support and growth. Findings suggest teachers and administrators appreciated the emphasis on communication. However, tensions inherent to the conflation of evaluation and support created challenges. These included distrust of policymaker motives, complexity of the model, technical challenges to implementation, time constraints, and teachers’ need for additional support. Practitioners’ lived experiences can inform policymakers reconsidering how and to what extent evaluation systems tied to accountability can meaningfully impact teacher professional growth and student learning.     

School teachers' control and involvement in their own evaluation

Summary For the technical, sociological-psychological, and political benefits of teacher participation in evaluation to occur, new structures and policies concerning evaluation must be put into place. Teachers must be given stagewise support in developing increased involvement and control. But finally, those policy makers, evaluation program designers and researchers who plan for teacher evaluation must act to more completely include teachers in their own evaluation. A great deal of good is at stake in the opportunity to increase teacher participation in teacher evaluation.     

对实施教师教育机构资质认证和评价的思考

我国正在由独立定向型师范教育向灵活开放的教师教育体系转变 ,建立教师教育机构的资质认证和评价制度是当前面临的急迫问题。本文提出我国实施教师教育机构资质认证和评价的设想和方案 ,包括组织机构、实施程序、认证的标准和评价指标体系 ,以及课程基准的框架性意见等。     

合理调整我国教师政策价值取向初探

总结历史经验教训,分析新世纪新阶段社会政治经济文化深刻变革,适时地调整我国教师政策价值取向十分必要.当前我国教师政策价值取向应进行三个方面的调整：教师社会价值定位从阶级定位向职业定位转变、教师政策价值标准从干部标准向人才标准转变、教师政策价值追求从加强管理向促进发展转变.合理调整我国教师政策价值取向操作层面的四个途径方法：确立＂四个尊重＂的社会主流价值导向、实行教师政策职能机构的相对专门化和人员的专业化、建立开放互动的教师政策制定系统、建立和完善教师政策评价制度.     

Local District Implementation of State Mandated Teacher Evaluation Policies and Procedures: The North Carolina Case

Although the states voice in the evaluation of North Carolinas teachers has been strong during recent years, inconsistent levels of resources and support have led to mixed results within and across districts. There have also been mixed messages regarding state support for locally developed alternative teacher evaluation systems. When the Excellent Schools Act of 1997 called for sweeping changes in the evaluation of teachers, it appeared to confer preferred status upon the NC Teacher Performance Appraisal System (TPAS) as a valid teacher evaluation instrument and to require locally developed alternatives to be at least as valid as the NC TPAS. A study of teacher evaluation practice in 27 North Carolina school districts 14 years after the initial implementation of the NC TPAS revealed more inconsistencies in teacher evaluation practice and somewhat lower support for the NC TPAS among teachers and administrators than desirable. The results illustrated that local implementation of state mandates is a complex and political process.     

Promoting instructional improvement or resistance? A comparative study of teachers’ perceptions of teacher evaluation policy in Korea and the USA

This study draws on institutional theory to examine teachers’ and principals’ perceptions of new teacher evaluation policies, factors that influence such perceptions and how such perceptions shape the implementation of the policies in Seoul (Korea) and Michigan (USA). The study featured in-depth interviews of 11 elementary school teachers and 4 principals and analysis of policy documents in both countries. While Korean teachers strongly disagreed with the new teacher evaluation policy in Seoul and implemented it in ways that were not intended by policy makers, the Michigan teachers varied in their perceptions and implementation of the policies. The teachers’ perceptions of the new policies seemed to be influenced by the designs of the policies, their backgrounds and definitions of ‘effective teachers’ and principal leadership. The association between teachers’ perceptions and their implementation of the new policies was quite strong.     

高职院校教师评价体系实施现状

目前,高职院校的教师评价体系设计、实施、改革仍处于摸索阶段,尚未形成完善的评价体系,亟需构建一套能够体现高职院校办学特色,并能够促进教师和学校协调发展的教师评价体系。     

关于整合思政教师与辅导员队伍做法的思考

加强思想政治理论课教师与辅导员队伍的联系,进而整合思政教师与辅导员两支队伍,实施＂思教、学工联动,教、学、做合一＂的育人新模式,无疑是思想政治工作的创新之举,本文从实践出发,谈思想政治教师与辅导员队伍整合与建设。     

A paradigm shift toward evidence-based clinical practice: Developing a performance assessment

The Clinical Practice Assessment System (CPAS), developed in response to teacher preparation program accreditation requirements, represents a paradigm shift of one university toward data-based decision-making in teacher education programs. The new assessment system is a scale aligned with INTASC Standards, which allows for observation and evaluation of teacher candidate performance over time to show growth from novice to high level proficiency. This article describes the creation of the CPAS and examines results from its implementation in early childhood, elementary, and secondary programs in both early and capstone clinical experiences. Three years of implementation experiences have informed decisions on supervisory practices, program offerings and requirements, alignment of course outcomes, and understanding of strengths and weaknesses of individual licensure programs.     

From trust to control – the Swedish first teacher reform

In this study, the implementation of the Swedish first teacher reform, where especially skilled teachers get an opportunity to advance in their careers, is examined. The scene is an upper secondary school, Baxter High, in the southwest of Sweden. In this particular school, a new system with first teachers replaces an old system of so-called head teachers. The teachers’ response to this is multilayered: at the same time as it reveals an unwillingness to change everyday work rhythms, it is also a response to cultural change, and to change in the discourse of political life in Baxter High. The implementation of the first teacher reform results not only in a change in administrative categories, but also in a change in ideology, intertwined with and embedded in the cultural and social life of the school. In this article, the authors connect the first teacher reform to the neoliberal transformation process that the Swedish educational system has undergone over the last three decades.     

计算机辅助预评式高校教师评价系统的构建研究

不断完善教师评价机制对进一步促进高校教师教学质量的提升至关重要。而现行的高校教师评价系统中存在诸多问题,致使教师评价的作用受到很大局限。预评式高校教师评价系统借助计算机辅助操作完成,实现对教师绩效的多维度测量和评价,不仅评价过程简易可行,而且评价主体、方式更为多样化,更能达到促进教师发展这一中心目的。     

Can you increase teacher engagement with evaluation simply by improving the evaluation system?

We know various factors can influence how teaching staff engage with student evaluation, such as institutional policies or staff beliefs. However, little research has investigated the influence of the technical processes of an evaluation system. In this article, we present a case study of the effects of changing the technical system for administering student evaluations at one New Zealand university. We develop a socio-technical model of the institutional evaluation system, and use this model to examine whether introducing an online system for ordering student feedback questionnaires and reducing processing time influenced academic staff engagement with evaluation. Survey responses, interview comments and data about ordering trends suggest the change did increase staff engagement by: (1) improving staff perceptions of evaluation and (2) increasing engaged behaviour, such as voluntarily ordering more evaluations. The outcomes of this study imply that the ‘practical implementation’ of an evaluation system is an important factor in influencing engagement with evaluation. We conclude that we can increase teacher engagement with evaluation simply by improving the ‘practical implementation’ of the evaluation system.