科研机关管理人员绩效考核方案设计及评价

Design of a Performance Assessment Program for Administrators in Research Institutions

组织针对管理人员实施绩效考核时,常出现考核指标缺乏针对性和系统性、以定性主观评价为主、考核等级差异不明显以及缺乏有效反馈和改进机制等诸多问题。依据绩效考核指标设计的原则和思路,采用KPI关键绩效指标法和360°绩效考核法,以工作态度、工作能力和工作业绩为关键指标要素,设计科研机关管理人员绩效考核方案。该方案由主管领导、同事、服务对象和员工本人共同担任考核主体,其中主管领导和同事考核以量化指标考核为主,服务对象和员工本人的考核以主观定性评价为主。该考核方案有助于员工及时发现和改进现有工作不足、提高工作效率,也为组织开展员工奖惩提供更为准确客观的参考依据。

Administrator performance assessment turns to be one with vague and confused indicators, qualitative and subjective evaluation, undistinguishing grading and lack of feedback or remedial measures. An improved performance assessment program for administrators in research institutions is designed, which uses KPI Performance Evaluation ＋ 360° Appraisal and sets attitude, competence and achievement as the key indicators according to the principles for performance assessment indicator system. In this system, assessors consist of the director responsible, colleagues, clients and the administrator to be assessed. Assessment by the director responsible and colleagues shall center on quantitative indicators while assessment by clients and the administrator under assessment shall be mainly qualitative and subjective evaluation. Programs such designed help the person under assessment take remedial response and increase work efficiency in time and provide more accurate and objective information for rewards and punishments to the employee.