College administrators discuss the issue of performance appraisal papers to write network _

Papers to write net: Abstract: The management of university administrative staff and administrative capacity, to a certain extent determine the competitiveness of colleges and universities, while the administrative staff performance evaluation in university management is a relatively weak link, colleges and universities for the current performance appraisal major problems, analysis of the key scientific and effective performance appraisal and how to build a performance appraisal process has become the hot spot.

Keywords: performance evaluation, performance appraisal process, to improve the performance appraisal

Administrative staff is an integral part of the university, streamlined, and its status is still the number ones, low quality, inefficient management, and administrative staff performance appraisal and individual performance appraisal of college part of the most difficult to quantify, so How to use the scientific performance appraisal to mobilize university administrative staff enthusiasm for work, university administration to meet the needs of university reform, pay for performance to ensure steady progress, as many colleges and universities currently of great concern.

First, the current university administrative staff performance appraisal problems 1 strategic relevance small. Universities in order to speed up its pace of development, to expand its influence and visibility, have started doing long-term strategic planning goals, objectives and annual plan of specific phases targets, but still followed the performance appraisal <<institution staff appraisal Provisional Regulations>> the general moral character, ability, diligence, and achievements as a university staff uniform examination content, not the university strategic objectives into and broken down into individual assessment goals. effective performance appraisal should be modeled on the school goals, in strict accordance with the work plan is lower the higher the goals, the lower the work plan is superior program decomposition and refinement, thus forming a network assessment, while also requires performance appraisal system has sufficient flexibility to adapt to the school strategic form of the changes.

2 The evaluation scale is not appropriate. As mentioned earlier, the current university still is morality, ability, diligence, and achievements of all staff appraisal as the content, regardless of job rank, regardless of job category that assessment indicators for some positions may have over-evaluation scale single defects, while some jobs may have the wrong co-evaluation scale of the problem. Obviously, all individuals in accordance with uniform standards for performance assessment is unreasonable, and morality, ability, diligence, and performance assessment of the content in most of the assessment is to describe the type of content , it is difficult to quantify, can not lead to further quantitative assessment of operability is not strong indicators of the final assessment, saying the incentive is not.

3 evaluation of the reliability is low, a large evaluation errors due to the current administrative staff of universities to quantify low levels of evaluation, assessment methods using a subjective evaluation of the main result in assessment reliability is low, big error. Prominent among which is generous errors and central tendency error, the error is so generous of leadership in the evaluation of subordinate performance, prone to "nice", "not to offend" that is shown for the executive's actual performance, high standards should not be given score, the so-called central tendency error is concentrated in a range of examination results, such as university administrators assess the final results are concentrated in the fine, few other results, the reliability assessment generated by such a low assessment of the actual error will inevitably affect the excellent work people.

Second, the university administrative staff performance appraisal of the key 1. The concept of change in assessment due to China's university examination system is still in the initial stage, causing many people to understand an individual annual appraisal summary pro forma, appraised seniority, take turns in power, assessment results such as job promotion, no real and personal association. In fact, the performance appraisal should be the first executive departments of the individual schools and clear expectations and goals, and as a basis for performance appraisal, followed by individual assessment results to a set of clear standards and methods to measure and reward and performance improvement plans as the basis for the third, the poor performance of staff, to understand the need for improvement in methods and goals, so that employee performance can be improved.

2 for management positions. Job management system is built on the premise of science indicators, job management job analysis lies in the formation of the final job description, job description includes the purpose of the work, job content, responsibilities, authority, work relations and other major content qualifications by job description can the majority of administrative staff aware of their responsibilities, specific details of the work, for their work to be identified and described, be aware that the majority of administrative staff, put some loss, so that assessment both in the objectives, requirements and responsibilities to achieve consistent, in order to achieve the scientific assessment, rationality, objectivity and fairness, but also the performance appraisal carried out, to play its due role to ensure that performance appraisal in the university administrative staff smoothly. Also, in advance of each job specific assessment indicators, assessment methods, assessment administrators to be described, to promptly notify any corrections to make it truly become the basis for performance appraisal.

3 rating scale selection. There are three common rating scale, the evaluation of different scales corresponding to different assessment methods: the subjective evaluation scale, the behavior scale and the scale of output results present university administrative staff of the evaluation scale is more subjective assessment, in fact, three kinds of rating scale is more There are pros and cons of scientific evaluation system should be hierarchical, stratified for different levels of administrators to apply different evaluation scale. output scale is relatively easy to quantify the results, for matters of administrative personnel, including behavior-scale actions by actors , the behavior described for the low-level cadres, while the subjective evaluation scale for relatively stable, more suitable for middle and higher administrative cadres.

Third, build a university administrative staff performance appraisal process 1 goal setting. According to the school, the department launched the target employee personal goals and set metrics and target values, an annual assessment basis. Goal setting individual and department heads need to discuss , according to departmental goal setting personal goals, to measure indicators, target values ​​and weights, and record in performance management and development schedule. each employee must be performance management and development plan signed form sent to department heads. sector in charge review whether the target based on department goals to start, after confirmation by the personnel department. Ministry of Personnel goalkeeper check data is correct and complete fill out the form, and retained custody department, if the data is not complete then re-adjusted return department.

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(2) performance appraisal. The implementation of results based on objective performance evaluation and promotion and performance evaluation results to improve the link plan based on performance management development and personnel departments and assessment methods, and inform the assessment schedule, distribution of early development of the performance appraisal schedule many university examination time often matched with the academic year, the main objective to facilitate assessment and evaluation of evidence of operability. to reduce the assessment error, requiring colleges to confirm the year according to the situation confirmed that the performance rating for the ratio of force distribution (generally set A, B, C, D four grades). Administrative staff received a performance appraisal schedule to proceed after the assessment data collection and assessment project for self-assessment, and record in performance management and development plans on the table.

Department heads according to the sector's performance rating for the proportion of the performance level of the sort given to the entire department, and inform the individual performance level results, according to evaluation results of personnel changes in the proposal, the proposal is mainly aimed at performance ratings of "A" level of staff promotion and performance as "D" staff performance improvement, and report to the personnel department summary. personnel departments throughout the Health sector performance level after the performance management and development schedule and personnel changes in the proposal, making analysis of examination results, as the assessment group meeting data assessment team will focus on A, D A list of the assessment made by the personnel department reviewed proposals, and confirm the results of the annual assessment to make personnel decisions, personnel department of the deliberations of the Steering Group decided to assess the related follow-up of personnel changes.

3 performance improvement plan. For the development of performance appraisal results in poor performance improvement program to regularly track the status of implementation and execution results in after the expiration of assessment for the assessment results, such as not improved, then the link redeployment or demotion. Performance appraisal rating of D and other personnel, the general performance goal is not reached, or breach of work discipline, notify the department heads of the personnel department performance improvement programs, and performance improvement plan form be sent. department heads need to develop a three-month performance improvement plan for their employees to discuss performance issues and to inform employees of their due level of performance and action plans, improvement programs and confirmed the request for staff to be on the show level. action plan based on employee performance improvement. department heads monthly inspection staff improvement in the situation to see if improvement plan in accordance with the schedule show their performance behavior and track record of performance improvement is indeed the case.

Personnel department in the performance improvement plan before the expiry of notice for performance improvement department head evaluation, and that of the original and a set of performance improvement program table sent to the department head when the expiry of the performance improvement plan, department heads based on the actual results of the work staff to assess whether employees should have reached the level of performance, employees must be in charge of himself and improve the performance schedule to sign the assessment of the performance improvement plan table data to the personnel department archives. If the employee has been improved to ensure proper performance level, the performance improvement program to end.

Administrative staff performance appraisal process mainly includes the following key points: first, personal goals and subject employees to discuss with the director after the set, and sorted links to college and departmental goals, and so, performance appraisal can really play a guiding role, and secondly, performance indicators can indeed be measured, a suitable reference point, the process of performance indicators is clearly the most difficult and most important aspect; Third, performance appraisal and personnel changes required to the results and performance improvement programs linked; fourth, performance improvement plans subject to staff and executives to discuss the set after, and in the process of regular follow-up assessment, the real purpose of performance appraisal.

References:

[1] Zhu Zhou, Human Resource Management Tutorial [M]. Shanghai Finance University Press, 2001.11.

[2] LI Shu winter. University administrative staff performance appraisal Analysis [OL]. China paper network.

[3] residents. University administrative staff performance appraisal of the reality of thinking [J]. Hubei University Institute of Adult Education, 2011 (02).

[4] Hu Wanrong, etc. to build a modern system of performance appraisal [J]. Anhui University of Technology, 2005 (01).

[5] Zhong Lanfang. On the business unit performance assessment [J]. Explorations, 2011 (03).

[6] Guo Yue, etc. Universities quantitative assessment of the performance management of basic theoretical issues [J]. Borderland economy and culture, 2010 (08).

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