日本の教員人事評価の課題と改善方策

―人事管理と教員の職務特質の観点からの一考察―

抄録

  This paper discusses the issues related to personnel evaluation of teachers in Japan. A system of evaluation of merit and the performance principle have been used in personnel evaluation of teachers in Japan since 2000. The adoption of the new teacher evaluation method has provoked a great deal of controversy. Although the problems of teacher evaluation have been studied from the viewpoint of the professional development of teachers, there has been no study that tried to discuss it from the perspective of personnel management. However, it is essential to study the issues of personnel evaluation from the viewpoint of personnel management because it is one of the most important subsystems of a personnel management system.

  This paper makes clear that there are three issues in the personnel evaluation of teachers considered from the viewpoint of personnel management: 1）it has no basic system of personnel management; 2）there is no distinction between performance management and personnel management, and hence the way they are or should be correlated is not taken into consideration; 3）a suitable Management by Objectives model is not being used.

  In order to move towards solution of these three problems, this paper makes these proposals. The personnel evaluation of a teacher should be carried out by evaluation of knowledge, capability or skills, and not reflect the result of performance evaluation. That is, the professional knowledge and skills required for the teacher's work must be examined. In order for personnel evaluation to be carried out properly, a basic system of personnel management must be established. Moreover, regarding Management by Objectives, a different model from the present one should be adopted. This paper considers the above issues from the viewpoint both of personnel management and of teachers' development.