当前我国高校教职工绩效考核的问题与对策探析

The Problems and Countermeasures of the Performance Appraisal of the Teaching Staff in Colleges and Universities in China

绩效考核注重对个人工作表现和效果的考核,有利于提高个人收益和组织的整体运行效果,对改变高校传统的人事考核管理模式和提高高校办学效益具有重要的意义。高校教职工绩效考核应坚持提高效率和质量相结合、实施定量与定性考核相结合、向教学科研倾斜和统筹兼顾的原则。当前,高校绩效考核中形式化问题比较突出,绩效考核评价体系不科学和存在弄虚作假的问题。对此,高校应积极探索促进绩效考核工作科学发展的策略:摒弃形式主义,深入推进绩效考核工作;充分考虑绩效考核的复杂性,加强考核体系建设;加大业绩造假问题的查处力度,维护考核的公平和正义。

The performance appraisal pays attention to individual work performance and effect,which is conducive to improving the individual income and the overall operating results of organization, and has an important significance on changing the traditional personnel assessment management mode and improving the efficiency of colleges and universities. Colleges and universities teaching staff performance appraisal should adhere to the principle of improving efficiency and quality, the implementation of quantitative and qualitative evaluation, combining teaching and scientific research to tilt and overall consideration. At present, formalization problem in colleges and universities' performance appraisal is more prominent, performance appraisal system is not scientific and the existence of falsification. In this regard, colleges and universities should explore strategies actively to promote the scientific development of performance appraisal: abandon formalism, and further promoting the performance appraisal work; taking full account of the complexity of performance assessment, strengthening the appraisal system, and increasing the performance of the investigation and punishment, and in order to maintain the fairness and justice.