绩效管理在学校人力资源管理中居于核心地位，它对教师的教育教学工作具有导向、鉴定、激励、改进和预测等多重功能，对学校战略目标实现、教师专业发展都将产生重要的影响。目前，绩效管理理论在企业界和大学教育阶段已广为使用，有丰富的实践经验，而将其引入我国中学教师管理实践刚刚起步，尚没有较为成熟的做法。因此，作为中学，要想更好地做好教师管理，有效地引入先进的绩效管理理论是必要的。本文采用文献研究法学习了国内外相关绩效管理理论和教师评价理论，运用教育调查法、专家咨询等方法以Q学校为例对初中教师绩效管理现状进行研究，发现初中教师绩效管理体系存在对绩效管理目的与功能理解偏差、沟通不良、评价主体单一、考核指标体系不健全以及指标权重关系欠科学等问题，并分析了产生问题的主要原因。本文针对主要问题，以促进教师专业发展为基本理念，综合运用头脑风暴法、层次分析法、360°考评法、目标管理（MBO）以及关键绩效指标（KPI）等理念和方法整体构建了一套附合初中学校实际的教师绩效管理体系。在指标体系建构过程中力求科学、全面、公正反映初中教师的工作状态或潜在的价值，不只是关注教师教学工作的结果，更是注重了教师综合素质评价，强调引导、激励教师优秀教学行为转变、展示教师教学成果和促进教师专业发展，全面体现教师工作的职业特点。分别从教师的政治表现、师德师风、工作态度、教学过程、助人合作、教学效果和专业发展等7个维度构造了一个比较完整的初中教师绩效考评指标体系。教师绩效管理体系的构建，将对于引导和规范初中教师的日常教学工作，为学校教学管理提供一种新途径，为学校教师人力资源管理提供相对科学客观的数据，为教师专业发展提供客观的反馈信息。

Performance management in human resource management of schools is in the core status, it plays the important function of orientation, identification, incentive, improvement and predictors in teaching work, produces main effect in achieving the strategic goal of school and teachers' professional development.At present, the theory of performance management in enterprise and university education has been widely used and has a wealth of practical experience, but the introduction of our middle school teachers' management practice has just started, there is no more mature approach. Therefore, as a secondary school, in order to do better in the management of teachers, it’s necessary to effectively introduce advanced performance management theory.This article uses the literature research method to study the domestic and foreign relevant performance management theories and teacher evaluation theory. Using the education survey and the expert consultation to Q school as an example, it studies of the junior high school teachers' performance management status quo and finds that junior middle school teachers' performance management system exists problems on the purpose and function of understanding deviation, poor communication, the single evaluation, imperfect assessment index system and the unscientific index weight relationship etc, and analyzes the main reasons of the problem. In this paper, aiming at the main problems, in order to promote the professional development of teachers for the basic concept, it uses Brain Storming（BS）, Analytic Hierarchy Process (AHP), Evaluation method of 360 degrees, Management by Objectives ( MBO ) and Key Performance Indicator ( KPI ) concept and method to overall construct a set of by-laws of teachers' performance management system which is suitable to the junior middle school practice.In the index system in the process of constructing the scientific, comprehensive, impartial reactions of junior high school teachers' working condition or potential value, not just pay attention to teachers' teaching work, but also pay attention to the teachers' comprehensive quality evaluation, emphasizing the guide, motivating the change of good teaching behavior, showing teachers teaching achievements and promoting the professional development of teachers, embodying the of characteristic of teachers’ occupation. From teachers' ethical political performance, work attitude, teaching process, assistance and cooperation, teaching and professional development of 7 dimension it constructs a relatively complete teacher occupation performance evaluation framework. The construction of teachers' performance management system will guide and standardize the junior middle school teachers' daily teaching work. And it will provide a new way for school teachers for school teaching management, a relatively scientific and objective data for human resource management and the objective feedback information for teachers' professional development.