借鉴超越：香港学术发展的正途

检讨香港学校发展的缺失,我们可得出以下的结论：第一,无视自身社会的需要,但求模仿西方的学术模式,既浪费资源,也虚耗时日,结果事倍功半;第二,我们必须自身杜会的需要开始,虚心借鉴,取他人之补已之短,进而谋求超越,自能青出于蓝,成为富强之国。美日两国就是求进步,求现化和走国际术方向的成功例证。     

Student Summative Evaluation of Teaching: code of practice

The following code of practice has been developed by the Association of University Staff (AUS) of New Zealand (Inc.) with Dr Cedric Hall, Director, University Teaching Development Centre (UTDC), Victoria University of Wellington. The code deals with the use of student evaluations of teaching for summative decision making (e.g. promotion, tenure, etc.). A draft of the AUS code was distributed to the centres responsible for academic staff development in each university and all committees of AUS for comment. We thank the individuals and groups concerned for their comments and advice. Appropriate changes have been made to the code to take account of the suggestions provided. The AUS code on student summative evaluation of teaching is for the use of AUSNZ members and New Zealand universities. The code is intended to encourage good professional practice in the use of student summative evaluation of teaching and teaching staff. AUS recognises that the contents of the code will need to be reviewed from time to time to take account of changing practices and educational developments within institutions. AUS recognises that student views can be a relevant consideration in overall evaluation of teaching quality, and that they can properly have a place in decision making in relation to tenure and promotion for teaching staff. However, varying practices in ascertaining student views have led (both in New Zealand and internationally) to instances of such decisions being based on invalid and unreliable data from student views. Bad practice in these areas reflects poorly on the institution(s), as well as being unfair to staff; in some instances, it may also be in breach of current legislation. This Code of Practice is based on the belief that any evaluation should provide valid (i.e. relevant and useful) and reliable (i.e. accurate) information on the quality of a person's teaching. AUS believes that teaching quality must be judged in context: the type and purpose of the teaching, the background of the students, the resources available and the voluntary/compulsory nature of the course, should all be considered. Validity and reliability, therefore, relate not only to the measurements that are made of a person's teaching performance, but also to the interpretation of the results.     

Concepts of change: enhancing the practice of academic staff development in higher education

Achieving change at any level of educational activity is not easy. In terms of teaching practice, developing a positive capacity for continuous improvement may involve deep change with the potential to threaten the core values and personal belief systems of staff and the students whom they teach. Recent theorising and discussion concerning conceptions of teaching and learning is an acknowledgement that the task of achieving change and the role of change supporters is not just a pragmatic one. This paper considers some of the issues faced by academic staff developers attempting to transform teaching practice. The author draws upon late twentieth century philosophy and extensive theorising about educational and organisational change with a view to suggesting this literature's potential to support the work of change supporters, such as academic staff developers.     

“超越因材施教”的小学分班原则研究

打散分班在教育理念上超越因材施教,作为小学分班原则可能在八个方面带来新的教育价值:第一,幼儿园升入小学的任何考试、面试都是无用功,本质上有害;第二,从语义上、也从教育实践中根本消解了不要输在起跑线上这个家喻户晓的隐喻;第三,使得学生与固定教师相处短暂,学生没有充分时间被教师确定地毫无怀疑地戴上后进生的标签;后进生概念从根本上被消解,后进生转化工作也从逻辑上被取消,留级生概念将淡化;第四,在小学教育中引入了更多真实、频繁的变化,给予学生机会在真实、具体的频繁变化中学习变化、习惯变化;第五,帮助学生从固定的小朋友圈中走出来,形成大的朋友圈,使学生在小学就开始学习与陌生人快速熟悉,有珍贵的机会去快速认识和熟悉新朋友、新环境,使其能适应分工与合作的现在与未来;第六,教师资源分配将比抽签公平更加公平公正,学生向名师学习的机会更加均等;第七,旧的分班制度使学生成为班主任和任课教师的人质,打散分班使学生不再是人质而获得解放;第八,彻底消解了家长择班动机。打散分班可能是未来中国小学分班制度的发展方向。     

Allocation of academic staff in universities

This article is concerned with allocation of academic staff between departments in a university. The article considers general principles of staff allocation and then goes on to consider specific techniques for university staff allocation. Practical problems likely to be associated with implementing the results of a given method of staff allocation are also discussed. Finally the question of decentralised decision-making and possibility of allowing some freedom of choice between appointment of academic staff and other resources is considered.     

Faculty Views of Student Evaluation of College Teaching

The literature abounds with psychometric studies of course evaluation measures and articles debating the merits of student ratings of instruction, but little research has focused on faculty perceptions of this procedure. In the present study faculty perceptions are explored at a teachers' college where evaluation is carried out annually on a sample of courses. The sample includes 101 instructors who completed the research questionnaire. Faculty attitudes reflected a broad range of responses towards validity of student ratings, and their usefulness for improving instruction. Although overall attitudes were mildly positive, few instructors reported changing instruction as a result of student ratings. Moreover, few supported sending evaluation results directly to college administrators or publishing them for student consumption.     

浅析高校学生评教

学生评教是学生作为评价主体对教师的教学工作做出的评价,在实际的教学过程中发挥着积极的作用,是学校教学质量监控体系中不可或缺的重要一环。本文阐述了学生评教的意义、作用及影响因素。     

Student Evaluation of Teaching Effectiveness: An assessment of student perception and motivation

Over the past century, student ratings have steadily continued to take precedence in faculty evaluation systems in North America and Australia, are increasingly reported in Asia and Europe and are attracting considerable attention in the Far East. Since student ratings are the most, if not the only, influential measure of teaching effectiveness, active participation by and meaningful input from students can be critical in the success of such teaching evaluation systems. Nevertheless, very few studies have looked into students' perception of the teaching evaluation system and their motivation to participate. This study employs expectancy theory to evaluate some key factors that motivate students to participate in the teaching evaluation process. The results show that students generally consider an improvement in teaching to be the most attractive outcome of a teaching evaluation system. The second most attractive outcome was using teaching evaluations to improve course content and format. Using teaching evaluations for a professor's tenure, promotion and salary rise decisions and making the results of evaluations available for students' decisions on course and instructor selection were less important from the students' standpoint. Students' motivation to participate in teaching evaluations is also impacted significantly by their expectation that they will be able to provide meaningful feedback. Since quality student input is an essential antecedent of meaningful student evaluations of teaching effectiveness, the results of this study should be considered thoughtfully as the evaluation system is designed, implemented and operated.     

提高高职院校学生评教信度与效度的思考

学生评教是全面、科学评价教师教学、促进教师教学质量提高的重要手段,搞好学生评教工作,必须努力提高学生评教的信度与效度。提高高职院校学生评教的信度与效度可从建立和完善学生评教制度、做好学生评教的组织过程、合理利用学生评教结果三方面进行。     

Job satisfaction among academic staff: An international perspective

This study examined aspects of academics'satisfaction with theirjob across the eight nations (Australia, Germany, Hong Kong, Israel, Mexico,Sweden, UK, USA). Interesting patterns emerged across countries reflectingdifferences in the international academic climate. The study also exploredpatterns of job satisfaction and dissatisfaction more closely for theAustralian data, and examined the impact of context elements, includingworking climate and atmosphere, on general levels of job satisfaction.Results indicated that factors related to the environment in which academicswork, including university atmosphere, morale, sense of community, andrelationships with colleagues, are the greatest predictors of jobsatisfaction. Implications for university management and governing bodiesare discussed.     

Identifying and responding to needs in education

Do educators know what children need? Most of the school curriculum is supported by the assumption that educators and policymakers do indeed know what children need, and the curriculum is designed to satisfy these inferred needs. In trying to meet inferred needs, however, we often neglect the expressed needs of our students. Sometimes, of course, we rightly fear that expressed needs are mere momentary desires and that they should be curbed and replaced by the important needs we have already identified. But often, by ignoring expressed needs, we sacrifice opportunities to develop individual talents, intrinsic motivation, and the joys of learning. In this article, I explore the nature of needs and ways in which schools might better identify and respond to them. I start with a brief discussion of care ethics because it, in contrast to the dominant ethics of justice, gives attention to needs before moving on to matters of justice.     

高校学生评教的新途径：焦点小组法

焦点小组法是一种定性研究方法,在进行教学评价时,选取5-9个学生在自由开放、不受拘束的讨论气氛下对其任课教师的教学进行深入讨论并提出评价意见,从而获得真实可靠的评价资料.在教学评价上,焦点小组法可以作为传统评价方法的补充.     

略论高校教师理解学生评教

文章分析了高校开展学生评教的外部原因和内部动因,认为学生评教要充分发挥其功能,需要教育工作者的理解、配合和支持。     

高校内部质量保证工作:学生评教

我国许多高校正在建立并开始运行校内教育质量保证体系。学生评教是其中的重要工作之一。本文主要针对高校教师和质量保证工作人员,详细阐述外国和中国香港一些高校学生评教的做法,力求在认识上有所启发,在工作上有所指导和参照。其中包括拟订学校对教师课堂教学的质量要求,精心设计问卷调查表,细心运作学生评教的调查全过程,关于学生评教可靠性与正确性的研究综述,强调培育和提升学校质量文化的重要性。