1) teacher merit pay
教师绩效工资
1.
At present,teacher merit pay reform is carried out in public schools in some areas of America, and it forms a number of typical models.
目前,教师绩效工资改革在美国一些地区的公立学校中正深入开展,并形成了一些典型的模式。
2) teachers work performance
教师工作绩效
1.
It is difficult for the decision on quantity and criterion of cluster in Q type cluster in high school teachers work performance.
在中学教师工作绩效评价的Q型聚类中,类的数量和分类标准还不好确定,借助判别分析可以对聚类结果作验证性研究,不但可以很好地检验分类结果的效度,而且能解决分类数量和标准模糊的问题。
3) teacher performance
教师绩效
1.
The research aimed to explore the construction of colleagues ratings of teacher performance.
考察了教师绩效同事评价结果的因素结构。
2.
By means of open ended survey, critical incident interview and theorist analysis, this paper established the construction of teacher performance.
文章采用开放式调查、关键事件访谈、理论分析等方法建构了教师绩效的结构 ,并通过验证性因素分析验证了学生评价教师绩效的结构包含 6个一阶因子 ,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动 ,这 6个因子组成了 2个二阶因子 ,前 3个因子属于关系绩效 ,后 3个因子属于任务绩
4) performance salary
绩效工资
1.
The practice and experience of reform on the performance salary among nursing staff;
我院护理人员绩效工资改革的做法与体会
2.
The annual payment system includes position salary and performance salary.
年薪制由岗位工资和绩效工资组成,岗位工资按月发放;绩效工资经考核后以年度发放。
3.
This article focuses on the statues of salary reforming system,deeply analysizing the issue of the position performance salary system,elaborating the trend of the salary system reform of the enterprise,discussing the new type salary system-the characteristic and intension of the position performance salary.
本文针对企业分配制度改革的现状,深刻分析了岗位技能工资制度存在的主要问题,阐述了企业工资制度改革的发展趋势,探讨了新型工资制度——岗位绩效工资的内涵和特征。
5) pay for performance
绩效工资
1.
An effective mechanism of pay for performance is the key factor for knowledge teams to survive and develop.
其中重点介绍了基于能力的知识团队基本工资的确定,并对与薪酬密切相关的知识团队的绩效工资进行了针对性的设计。
2.
All organizations with their salary structures containing "pay for performance" are confronted with the issue of how to reasonably define the performance of their staff.
薪酬结构中包含绩效工资的组织都面临着如何合理确定员工的工作绩效的问题。
6) performance wage
绩效工资
1.
System of performance wages was implemented in 2006,July lst in higher schools,which brings enthusiasm of teachers into play.
2006年7月1日起,高校开始推行岗位绩效工资制度。
补充资料：高绩效组织
高绩效组织：技术创新与冒险，重视学习，设计工作去要求许多技能，组织跨部门团队，以援助者与训练者的角色来代替管理者的角色，能够为员工的表现提供回馈，只有极少的管理阶层，让每一位成员都接近客户，能够提升应变力与平衡力，能夠支付与表现相称的酬劳，将企业有关的资讯与全体员工共享，规划资讯系统以支持团队工作，做到社会面与技术面的平衡。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条