Research on the Performance Evaluation System of Teachers in X University based on Analytic Hierarchy Process

In 2019, the gross enrollment rate of higher education in China was 51.6 %, and higher education has entered a period of universalization. the gross enrollment rate of higher education in China has reached 60.2 % by 2023. The change in education methods has caused problems such as declining teaching quality and shortage of school resources in colleges and universities. College teachers are the disseminators of culture, the backbone of teaching and educating people, and a group of high-quality talents in society and colleges and universities. They are the key to improving the quantity and quality of talent training in colleges and universities 1. In this context, the performance evaluation of college teachers is particularly important, and the performance evaluation system of college teachers is a weather vane of teacher behavior. A scientific and reasonable performance evaluation system for college teachers can effectively motivate teachers to improve their teaching ability, education ability, scientific research ability, social service ability, etc. This paper uses the Delphi method to screen and determine the evaluation indicators initially extracted, and establishes a local university performance evaluation index system that includes the first-level indicators of teacher ethics, teaching level, scientific research ability and social service, 11 second-level indicators and 29 third-level indicators. In order to verify the effectiveness of the index system, a combination of qualitative and quantitative methods is used to take X University as an example. On the premise of understanding the current status of teacher performance management in X University, the performance of teachers in X University is evaluated. Finally, the performance evaluation results of X University are analyzed, and according to the actual situation of X University, suggestions are put forward for the performance evaluation of teachers in X University from three aspects: strengthening teacher workload management, improving performance evaluation feedback mechanism, establishing teacher performance incentive mechanism, strengthening teacher social service, and improving teacher scientific research ability.