民办教育已经成为中国的教育事业发展的重要支持途径之一，民办教育机构的生存、发展、壮大与其教师及教育教学行政管理人员的工作业绩绩效优劣程度有着千丝万缕密不可分的必然联系。当前生源大战日益激烈，民办教育机构生存艰难。生源之争的根本在于品牌之争，在于教职员工队伍质量之争。具备一支优秀的、较高管理水平的师资队伍以及一支高效的教育教学服务行政队伍是民办教育机构的生存根本。杰出的教职员工队伍有赖于科学、合理、高效、系统的绩效管理体系以及可行性较强的绩效考核体系对其加以激活和优化。虽然目前我国高校对教师绩效考核工作的重视程度与日俱增，但是，针对民办高校绩效考核的研究并不深入，民办高校在具备普通高校特点的同时，具备自身特殊特点。管理及教育教学均处于摸索阶段，在成长初期，需要建立有效的绩效考核体系帮助其成长。但是总体上看，民办高校的绩效考核体系缺乏科学的理论指导，指标体系不够健全和完善，考核方式及方法仍然存在种种缺陷和弊端。因此，探索出一套行之有效的民办高校教职员工绩效考核体系，是当前民办高校人力资源绩效管理的一项重要研究课题。 本文将现代绩效考核理论和考核方法运用到民办高校绩效考核这一特殊领域，提出针对民办高校绩效考核体系的完善方案及建议对策。全文分为五个部分。第一部分主要总结绩效考核理论、方法以及民办大学教职员工绩效考核相关文献的研究和分析，并指出本论文研究的意义及思路、内容、方法。第二部分及第三部分针对北京美语民办大学这一特定的现实案例进行深入研究，主要针对教职员工的绩效考核问题，通过调查问卷，实地访谈等方式进行调查分析，总结其绩效考核体系存在的主要问题及原因。第四部分是本文的重点，提出完善和建立科学性、合理性、可行性较强的民办大学教职员工绩效考核的可行方案、措施、对策以及可以考虑选择的考核办法。第五部分得出民办大学教职员工绩效考核工作实施开展利用的重要启示，并对全文进行了总结，提出本文的不足与后续研究工作。

Private education has already become one of the important supports for the development of China's education. The survival, development, expansion of Private educational institutions has inseparable connection with the efficiency of performance of teachers and administrative staff of private college. Currently, it’s a big challenge for making fresh student enrollment of private college. It seems like a fierce battle among the private colleges. The survival of private educational institutions becomes more and more difficult. Actually, Enrollment dispute lies in brand dispute, which means the competition of quality of the faculty team. Have an outstanding management skills faculty team and effective teaching service administrators are the basis of the establishment of excellent private educational institutions. Outstanding faculty team depends on the scientific, rational, efficient system of performance management system and feasibility of its strong performance appraisal system to activate. Private college has the same characteristic as the public college meanwhile it has its own special characteristics. The public schools of our country make the emphasis on teachers’ performance evaluation becoming more and more seriously. However, the research for that of private college is not in-depth study. Private college, its management for organizing education and teaching activity are at the exploratory stage, during this period, it is necessary to make the effective performance appraisal system to help its growth. However, the teachers’ performance evaluation of private college is short of the scientific theoretical guidance. The evaluation index system is not perfected and the deficiencies and shortcomings still exist in evaluation methods. Therefore, to explore a set of effective staff performance appraisal system for private colleges currently is a seriously important research topic of the current performance evaluation management of human recourse management for private college.Nowadays’ Performance evaluation theory and assessment methods will be practiced on this special field i.e. staffs’ performance evaluation of private college in this paper. It will be offered some suggestion and proposed countermeasures to improve the evaluation system. The paper is divided into five parts. The first part presents the research methods, the purpose and significance of the research. It is also mentioned the research actuality, i.e. the intension meaning, function, content, design type of performance evaluation criterion etc. and provided a summary of the study and made an analysis of some related literature of the private college staffs’ performance evaluation. The second and the third part evaluate the performance evaluation system of Beijing U.S.A Private College of English detailed as a research example. The analysis and investigation on the example is based on using the questionaril and visit talking. Finally, it explains the main reason for those problems of the performance evaluation system of that college exist at present. The fourth part is the focus of this article, it offered scientific, rational, practical performance appraisal and provides some suggestion and solution to improve staffs’ performance level matching the strategy target of the private college. Some important inspirations from the implementation of the teachers’ performance evaluation system of private college are given in the fifth part. Then the conclusion, shortcomings and the next research items will be offered.