Optimization of University Performance Evaluation System Based on BSC Theory
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摘要: 高校绩效考核不仅是我国高校体制机制改革的核心内容，同时也是教育界关注的重点和难点。本研究以F高校绩效工资分配制度作为研究案例，深入探讨当前我国高校教职工绩效考评体系的现存问题。进而将BSC绩效评估模式借鉴于高校教职工绩效考核评价体系的建设，从尊重教育、科研规律出发，给予BSC理论的各项指标赋予新的内涵与定义，从“工作职责”、“社会认同感”、“内部优化”、“强化培训与交流”四个层面进行系统考核，增强调组织绩效考核的平衡性、系统性、协调性和延续性，从而实现对教职工绩效的有效激励。Abstract: Performance evaluation in the university is not only the core of the reform of university system in China,but also the focus and difficult point in the field of education.Taking F university’s performance-related salary distribution system as a case study, this paper firstly explores the existing problems of the university staff’s performance evaluation system in depth.Then,the balanced scorecard(BSC)performance evaluation model is introduced to the construction of the university staff’s performance evaluation system.Giving the new connotation and definition to all the indexes of the BSC theory,the study evaluates the system from four aspects, ‘job responsibility’, ‘social identity’, ‘internal optimization’, ‘strengthening training and communication’.Emphasizing the balance, systematicness, coordination and continuity of organizational performance evaluation,the proposed system could make effective motivation for faculty performance.
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Key words:
- university staff /
- performance evaluation /
- balanced scorecard(BSC) /
- strategic vision
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