Teachers\u27 Performance Assessment and Rewards Systems: A Case Study at Nanrong Junior High School

The top management of Nanrong Junior High School has argued that the current performance assessment and reward system is effectively motivating teachers and needs no improvement. However, the research conducted in this study shows that the assessment and reward system at Nanrong is less effective than those used by the other three schools in the county. After reviewing motivational theories, a survey was developed and conducted at the four junior high schools in Ping Tung County. Based on the results of the questionnaires, the Nanrong school scores were found to be significantly higher than the scores for the other three schools’. This indicates that the Nanrong school’s system is not as motivating as the other three schools and requires investigation. Since the school is targeting the goal of improving the school’s image upon the school district parents, the top management of the school should incorporate the image­improving contribution made by teachers into the performance assessment and reward system. The study recommends steps to modify the current reward system to achieve the goals of the school