Pick to: reasonable objective assessment of performance is promoting college administrative management work to improve the efficiency of the important means one, try from university introduced introduced of performance appraisal of purpose, through the analysis of the current university administrative management evaluation problems existed, trying to build the scientific, reasonable and objective performance evaluation method.
Keywords: university; Administrative personnel; Performance evaluation
1 college administrative personnel performance evaluation purpose
1.1 refining macro objectives
In the new round of competition into fierce today, college in order to speed up the pace of development of itself, expand the influence and popularity, have started to tailor long-term planning strategic goals, goals, and the annual planning stages concreteness goal. The whole school development goals through the performance appraisal target can be management monitoring index, understand the implementation of the strategy of school, through the transformation of staff daily work concrete goal, internalization of work every day power, motivate staff efficient work enthusiasm. As the important tool of the strategy management, performance evaluation ensure the long-term planning school the strategic goals of the successfully completed.
1.2 improve work efficiency
In college administrative management performance assessment introduced, the purpose is to improve the administrative personnel's working efficiency and improve work problems. The goal for a college administrative management application to work, to strengthen the administrative management position goal responsibility management, at least have the following two advantages: first, overcome the administrative organ overstaffing, low efficiency of unhealthy phenomenon, especially in the merger after a climax, between each campus not well resource restructuring and integration, and just administrative personnel simple assembly combination, lead to administrative agencies more than before the huge; Second, overcome traditional college management mode of administrative management system of its own free will, the administrative department for leadership in each BiaoGong before, cause the school, and the file to duplicate work such as many more strange phenomenon, WuXu but not practical. In addition, performance management as the human resources development and the management is an important part, only for individual performance organization make a fair and reasonable evaluation, can promote administrative personnel regular work attitude, improve work method, transfer and use their work enthusiasm, initiative and creativity, and so as to realize the continuous, healthy and rapid development services.
2 the university administrative personnel performance problems
2.1 performance appraisal target fuzzy
Performance assessment is a unit administrative personnel comprehensive assessment, the evaluation object is full, including supreme leadership at all levels, and competent all of staff, and not just the subordinate personnel, it is not a simple, local management tools. University major leadership and departments should be a full understanding of the importance of performance appraisal, on own initiative will be included in the scope of their performance evaluation, takes the lead to do performance assessment starts from me, a lot in, for the school staff setting a good example. The school office, departments in making work plan, must be in school work plan based on school general situation as heavy, in strict accordance with the superior work plan is the work of subordinates target, the lower the work plan is the plan of decomposition and refinement, also all hospitals and general staff to the department's plan for their goals to make your own work plan, thus forming a from the headmaster, the leadership, the office of every school manager, department directors, to the general staff assessment network, everyone is examined the object, and the work plan level will affect the work of subordinates goal, which will affect the whole school the quality of the work. If the leadership can't take the lead in their assessment system inside, is easy to cause the subordinates don't seriously develop and execute their work plan.
2.2 performance evaluation standard is low
Because the present universities of China administrative agencies and personnel Settings or according to the government administrative pattern set up agencies and personnel, and implement the same or similar with the government of the operating mechanism, bureaucratically, many administrative personnel to his political career and advancement, as the leader is from, try to please leadership, but according to the instructions and not to lead the actual effect, the result of examination and evaluation by the leadership decider often decision. In addition, because the administration work hard to like teaching, scientific research work do that clear quantification, subjectivity is stronger, in the implementation of the performance appraisal, often is important and customs, relation network, not consider to proceed from reality in everything from the examination personnel at ordinary times working condition and performance of, so reduce the invisible among the performance assessment standards and effect, caused the assessment work of elastic operation and elastic results.
2.3 performance assessment lack of supervision
We have already mentioned in front of our country at present university administrative management personnel performance assessment are common target fuzzy, carries out the standard low, if we further deep mining, we will find that there is a big part of the problem is the lack of relevant supervision system, executive power is not enough supervision mechanism imperfect. And a lot of work usually also lack of supervision, annual examination distance events have quite a long time, even evaluation personnel to the grasp of the science assessment and idiosyncratic, hold hello I also good psychological, year-end performance assessment, so it is difficult to assessment results as feedback and improvement of communication based on, these problems often causes of performance appraisal result often lack the persuasive and diagnostic power.
3 how to construct university administrative management personnel of the performance evaluation system
3.1 clear responsibilities
In order to ensure that performance appraisal in university administrative personnel smoothly, we must first make the administrative personnel aware of their duties, be responsible for the scope of work, to their job to the definition and instructions, make the administrative personnel do fairly well, some put and lose, make examination in work goal, both sides agree on request, duties and responsibilities, so as to realize the scientific and reasonable assessment, objective, also make the performance assessment on feet, play their due role. Additional, even for each work ahead of the evaluation index, post specific assessment methods and evaluation content to administrative personnel shall explain, such as to change to inform, make it real to become the basis of performance evaluation.
3.2 make appraisal target
(1) holds to specific position concrete analysis principle. Make appraisal target, the target of a general assessment, and also for department and different, one size fits all of avoid by all means, we should be examination department functions of the administrative personnel, according to the administrative personnel responsibilities, scientific and reasonable to determine the specific performance goals each employee, this is the starting point of the performance evaluation. (2) holds to evaluate goals appropriate difficulty principle. Goal is to challenging, in accordance with the actual situation, according to the requirements of the reasonable pressure, every time set goals, the appropriate improve difficulty, continuously improve the administrative personnel's comprehensive quality and efficiency. (3) to stick to the principle of overall and part. Goals should be emphasized for examination and comprehensive relationship, a staff every development cannot break away from the department and the whole the whole school development train of thought, make examination in goal should be given not only to the administrative personnel and the responsibility of the nature of the position itself, but also the whole department and the whole school work target into consideration.
3.3 strengthen routine supervision
Daily supervision and not like other aspects of performance evaluation as time before and after the relationship, it is actually a information gathering process, passes through in every aspect of the performance appraisal. To strengthen the supervision of daily work has the following two good benefits: first, for year-end assessment to provide the material. Strengthen routine supervision and collect information, is to provide the year-end performance assessment based on reality. If leaders do not pay attention to the subordinate's daily work condition and performance records, annual examination is the fact that when lack of sufficient materials according to the objective and fair evaluation. Second, break the monopoly of the administration. Currently, due to the part of the university of performance appraisal not open, make the performance evaluation and lack of transparent public supervision. But the greatest difficulty of supervision is in administrative work from the monopoly, monopoly often associated with information service of monopoly, make the service object is difficult to master sufficient information for specific administrative management work scientific evaluation. If placed in the administrative activities outside of the service object, have no right to supervise the administration, administrative personnel will not improve work method, regular work attitude, improve the work efficiency of pressure.
3.4 establish evaluation files
The purpose of the performance evaluation is to stimulate the administrative personnel work enthusiasm, initiative and creativity, enhance our administrative service efficiency, and realizing whole development goals for the school service. Each time the performance assessment have the transverse comparison with between departments, and his past the longitudinal compared to more clearly find staff grow, it requires universities don't feel free to deal with every time the result of performance assessment, and should be put to the administrative management performance evaluation results as a historical records stored, build each administrative personnel evaluation files, make the employee value your evaluation results, training in their pursuit of career development, also facilitate the long-term observation administrative staff work, the development of human resources for the adjustment of the school provide a dependable basis.
3.5 establish evaluation system
The performance evaluation system is the basis of assessment index selection, and RuanZhiBiao hold people accountable should stick to the principle of combining, adhere to the feasibility and reliability principle, adhere to the scientific principle and the principle of overall principle, and build a reasonable evaluation standard, according to the characteristics and nature of different departments, to design the different evaluation system. In addition to regular inspection and assessment methods of modification and constantly perfect, because want to find a set of complete reflect the characteristics and results of the administrative activities evaluation method is almost impossible.
3.6 assessment results feedback
Performance assessment is not administrative management the purpose of the work but a management method, can't walk into examination and appraisal to error, avoid by all means ZouGuoChang happened, figure form, not to the actual effect. Lead to performance evaluation problems, generally there are three reasons: personal reasons; The performance appraisal system being not scientific and reasonable, unjust phenomenon; Performance evaluation objects and the performance appraisal system exist inevitable errors. Only through the result of the examination is not necessarily can improve the administrative efficiency, the most is to be based on the assessment of the results provided, and give full play to the performance evaluation diagnosis and feedback effect, find out a problem, a place the reason of the problem and the improvement measures. (1) if found to be administrative personnel individual, and so should be immediate and evaluation object communication and feedback of the result of the assessment in the feedback form to take two-way, interactive way, do specific personnel specific analysis, have specific aim to solve problems, so as to better help employees find own existence the shortcomings, clear future in which aspects should be strengthened, and the next step, how to improve and how to improve performance, avoid using the form of sales only, such feedback often lack communication sex and pertinence. (2) if found to be the performance appraisal system problems, obstruct the management performance of further improved, and so should in time to reflect and adjustment of system, improve the scientific and reasonable and objective. (3) if both appear problem, should mix USES above two kinds of means of solving, coordinate and deal with. In addition, the evaluation result feedback have yet to work out how to improve employee on the recognition of the importance of the evaluation result, and increase the authority of the assessment results, it requires universities the performance assessment results and the staff of the immediate related appointment and promotion, rewards and punishment connected. At present, the college has begun to administrative personnel performance evaluation results using to position of employment of adjustment, but the employees self ask for the aggressive consciousness and serious lack the concept of school training organization still lag behind. Only the result of the performance appraisal with salary adjustment, job promotion relates in together, to strengthen the organization staff for the performance identity.
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