随着我国经济的快速发展，生活水平的提高，教育培训行业也得到了迅速地发展，各类教育培训机构不断涌现。教育培训机构的教师具有公司员工的性质，由于其又具备知识型员工的特点，流动性较大。同时，教育培训行业是轻资产行业，其核心竞争力是教师，而教师绩效考核对于提升培训机构的教师管理、提升教师稳定性、提升教师团队素质具有重要的作用。 T公司经过了初创期的发展，业务规模及人员数量迅速增长，导致原本就较为薄弱的人力资源管理体系问题突显。比如员工离职率增长、员工工作积极性不高，从而导致教学质量下降、招生增长停滞、学员续班率下降、客户投诉率提升等一系列的现象出现。本文以T公司作为研究对象，针对其教师绩效考核的现状，找出其存在的问题，并提出优化方案。在研究过程中，主要采用问卷调查法和访谈法，进行调查。 本文围绕“教师绩效考核”等核心概念综述了国内外学者的研究结论，总结了本文所研究的“教师绩效考核”的特定含义。基于问卷和访谈调查的数据资料，分析T公司教师绩效考核现状及问题，详细归纳了调查问卷和访谈的结果，针对其绩效考核存在的问题提出了相关对策，优化的建议和方案。提出了优化建议，明确了绩效考核的方案，针对实施的效果进行了访谈，以便进一步的改进和完善。通过对问题对策效果进行反馈与总结，使之更加适合该公司的发展和教师的发展。 通过本文研究，一方面为教师待遇的变化提供依据，同时也为教师职位的升迁或下调提供依据。有利于教师之间的竞争良性化，调动起教师的工作热情，可以提升企业的可持续发展能力，对企业发展有重要的作用。 从工作实际来说，找出教师绩效考核中存在的问题，进行优化，可以对教育机构教师绩效考核的实施有所帮助。可以促使教师得到不断地发展，也可以促进机构不断提升教学质量，在市场竞争中增强自己的实力，对本人的工作也有非常大的帮助。

With the rapid development of China's economy and the improvement of the living standard, the education and training industry has also developed rapidly, and all kinds of education and training institutions are constantly emerging.The teachers of the education and training institutions have the nature of the employees of the company. Because of the characteristics of their knowledge-based employees, the teachers have more liquidity.At the same time, the education and training industry is light asset industry, and its core competitiveness is teachers. Teacher performance appraisal plays an important role in improving the level of human resources management, reducing the turnover rate of teachers and improving the quality of teachers. After the initial development of T company, the business scale and the number of personnel increased rapidly, which led to the prominent problems of the weak human resource management system. Growth such as staff turnover rate, staff's work enthusiasm is not high, thus resulting in a decline in the quality of teaching, the enrollment growth rate to continue class, all the students are falling, customer complaints and a series of phenomenon to appear. In this paper, T company was taken as the research object, and the existing problems were found out according to the current situation of its teacher performance assessment, and an optimization scheme was proposed. In the research process, questionnaire survey and interview were mainly used to conduct the survey. This paper summarizes the research conclusions of domestic and foreign scholars around the core concepts of "teacher performance assessment" and summarizes the specific meaning of "teacher performance assessment". Based on the analysis of questionnaire and interview survey data, the T company current situation and problems of teacher performance appraisal, summarizes in detail the results of the questionnaire and interview, in allusion to the problem of the performance appraisal is put forward the related countermeasures, suggestion and scheme optimization. The optimization proposal is proposed, the performance appraisal scheme is clarified, and the implementation effect is interviewed for further improvement and improvement. Through the feedback and summary of the problem countermeasures, it is more suitable for the development of the company and the development of teachers. Through the study of this paper, it not only provides a basis for the change of teachers' treatment, but also provides a basis for the promotion or downgrading of teachers' positions. It is conducive to the benign competition among teachers and the mobilization of teachers' work enthusiasm, which can improve the sustainable development ability of enterprises and play an important role in the development of enterprises. In terms of work practice, it is helpful to find out the problems in teacher performance assessment and optimize it. It can promote the continuous development of teachers, promote the continuous improvement of teaching quality of institutions, and enhance their own strength in market competition, which is also very helpful to my work.