Abstract: The performance management level of teachers in secondary schools of higher vocational colle-ges is closely related to teachers' growth motivation and incentive effect, and it is a key to promote the 0-verall education and teaching abilities, an effective guarantee for the cultivation of high-quality talentsand an important part of improving the construction of the performance incentive mechanism. This paperuses a combination of literature analysis , case study and field research methods to analyze the current sit-uation of teachers' performance evaluation in secondary schools of higher vocational colleges and the fac-tors that restrict the development of teachers' performance evaluation, and put forward feasible suggestionsto optimize the management of teachers' performance evaluation in the secondary schools of higher voca-tional colleges. Firstly, it should give full play to the role of bridge for the secondary schools , making agood three-level linkage in performance evaluation. Secondly, it should strengthen and standardize themanagement of teacher performance evaluation procedures. Thirdly , it should optimize the construction ofa performance evaluation index system for teachers with “ double-qualified characteristics in secondaryschools. Fourthly, it should attach importance to the feedback of teachers’ performance evaluation andstrengthen reflection and improvement. Fifthly , it should improve the reasonableness of performance sala.ry and strengthen the application of evaluation results. Sixthly, it should focus on the formation and guid.ance of teachers’developmental performance evaluation.

Key words: secondary school, teachers of higher vocational college, performance incentives