Comparative Educational Research on Personnel Administration of Public School Teachers

本项目的最终目的是对日本和国外6个国家公立义务学校教师人事管理进行比较研究。值得注意的发现如下。(1)教师绩效考核国外许多教师绩效考核的结果都是用来提高教师个体在当前岗位上的绩效和素质。而日本教师评价结果的运用则是闭门造车。（二）教师转岗日本教师每学年3月在原学校工作满规定年限后转岗到新学校。而在国外，教师的迁移主要是由于人员过多和教师希望在新学校工作的原因。(3)完善日本教师人事管理需要进一步研究的问题有：(1)公开考核结果的使用情况；(2)根据服务年限评估定期调动的利弊；(3)制定教育委员会人事管理员的在职培训计划。

This project intended ultimately to conduct comparative research on personnel administration of teachers in public compulsory schools in Japan and 6 foreign countries. The remarkable findings are as follows.(1) Performance Appraisal of TeachersResults of performance appraisal of teachers in many foreign countries are utilized to improve individual teacher's performance and quality in present position. Whereas the utilization of results of Japanese teachers appraisal is behind closed door.(2) Teacher TransferJapanese teachers are tranfered to new schools in March of every school year when they fulfill the stated length of service in present schools. Whereas the transfer of teachers in foreign countries is initiated mostly for reasons of overstaffing and teacher's desire to work in a new school.(3) Problems to be researched further for the improvement of Japanese personnel administration of teachers are as follows; (1) disclosing the state of utilization of results of appraisal, (2) evaluating the merits and demerits of periodical transfer based on the length of service, and (3) developing the inservice training program for the personnel administrator at the board of education.