WhatCanWeLearnfromPerformanceAssessment绩效评估得失谈PPT课件

《WhatCanWeLearnfromPerformanceAssessment绩效评估得失谈PPT课件》由会员分享，可在线阅读，更多相关《WhatCanWeLearnfromPerformanceAssessment绩效评估得失谈PPT课件（16页珍藏版）》请在装配图网上搜索。

1、.GUOQING LI,THE OHIO STATE UNIVERSITY,U.S.美国俄亥俄州立大学图书馆美国俄亥俄州立大学图书馆李国庆李国庆What Can We Learn from Performance Assessment?The System and Practice in an Academic Library绩效评估得失谈绩效评估得失谈 以美国某大学为例以美国某大学为例Design/Methodology/Approach研究方法研究方法One existing PA system of a university library is presented.以某大学图书馆为例，

2、结合文献。Descriptive analyses of two specific system-inherent problems,respectively:weighting scheme of the evaluated criteria and disqualification of the immediate supervisor as rater,are conducted.分析两大问题：量化失衡与主管缺席The purpose of PA is addressed with reference to PA and pay linkage.与工资报酬挂钩Circular super

3、vision as an effective element to ultimately eliminate individual errors in an administration is discussed.权力制衡2Definition 定义定义In this study,PA(performance assessment)is used to refer to the system and practice of work performance evaluations.绩效评估亦称考评、考绩等，指的是考察评估工作成效的机制The PA system is the specified

4、 mechanism that is used to guide and regulate the process of performance evaluation.The PA practice is concerned with how PA is actually implemented and carried out in an organization.In the citation of literature,such terms as appraisal,evaluation,and review are used interchangeably with assessment

5、.3PA As A Controversial Issue(1)PA As A Controversial Issue(1)有关绩效评估的争议有关绩效评估的争议 (1)(1)Positive function 积极作用Administrative(to assist in determining promotions,transfers and merit compensation)管理作用Informative(to provide data on job performance as well as strengths and weaknesses)资料作用Motivational(to

6、create learning experiences that motivate development)激励作用4PA As A Controversial Issue(2)PA As A Controversial Issue(2)有关绩效评估的争议有关绩效评估的争议 (2)(2)Negative reviews:消极作用Manipulative,abusive,autocratic,and counterproductive 人为操纵、滥用、独断专行，产生相反效果Nourishes fear,encourages short-term thinking,stifles teamwork

7、,and is no better than lotteries 制造畏惧心里、短期计划、不利团队协作5The PA System of CL(1)The PA System of CL(1)案例图书馆的绩效评估系统案例图书馆的绩效评估系统 (1)(1)Figure 1.The Dual-Track Evaluation System 双轨制Administration行政部门Faculty馆员Dean馆长Library Council图书馆理事会AD for PS&AD for CTS副馆长ETPS Committee馆员评估、升等委员会6The PA System of CL(2)The

8、PA System of CL(2)案例图书馆的绩效评估系统案例图书馆的绩效评估系统 (2)(2)Figure 2.Weighting of Categories 评估量化分类Category 1Librarianship本职工作60%Category 2Scholarly Activities学术活动10-30%Category 3Service服务10-30%7The PA System of CL(3)The PA System of CL(3)案例图书馆的绩效评估系统案例图书馆的绩效评估系统 (3)(3)Figure 3.Descriptors and Numerical Equiva

9、lents 评分RatingsDescriptors5Outstanding 优异4Highly Satisfactory 杰出3Satisfactory 及格2Satisfactory Minimally 勉强及格1Unsatisfactory 不及格8The PA System of CL(4)The PA System of CL(4)案例图书馆的绩效评估系统案例图书馆的绩效评估系统 (4)(4)Figure 4.The ETPS-AD Ratings 评分方法Evaluated CategoriesETPS*50%AD50Final RatingCategory 1(60%)4,5,5

10、,4,4,5,5=555Category 2(20%)4,4,4,3,3,4,4=444Category 3(20%)3,3,4,4,4,4,3=4449Two System-inherent Problems(1)Two System-inherent Problems(1)两大问题两大问题 (1)(1)Weighting scheme of the evaluated criteria 评分设计的缺陷：工作表现统治一切Figure 5:Rating Results from the CL PA SystemCategories and WeightingsComposite Rating1

11、2360%10%20%30%10%20%30%5555544553455435455410Two System-inherent Problems(2)Two System-inherent Problems(2)两大问题两大问题 (2)(2)Disqualification of the immediate supervisor as rater 主管缺席 Figure 8:The Evaluatee and the VoterEvaluateeVoteAssociate DeanDeanETPSDepartment HeadAssociate DeanETPSLibrarianAssoci

12、ate DeanETPS11The Purpose of PAThe Purpose of PA绩效评估的目的绩效评估的目的Do we assess to evaluate performance,or do we assess to put people on a manipulated performance curve,and single out a small group of prospective merit money recipients?只为加工资The beliefs of the top level of administration in the purpose of

13、 PA are a determining factor for the success or failure of the PA process.决定于行政主管12 PA and Merit CompensationPA and Merit Compensation绩效评估和报酬奖励绩效评估和报酬奖励The PA ratings(regardless of their validity level)are not the only factors that contribute to the pay decision.绩效评估不是决定工资调整的唯一因素A flawed administrat

14、ive structurelack of circular supervision.无权力制衡13Findings Findings 发现发现The PA system and practice of CL are flawed by the following:The weighting scheme of the evaluated categories is so allocated that the least measurable category has the overriding power.评分设计使得最无法量化的一项占统治地位The most qualified evalu

15、ator(the direct supervisor)is deprived of the numeric rating vote.最有资格做评估的人无权参与The end ratings from the PA lead to unfair merit compensation decisions and salary inequity.评估结果导致不公正的报酬奖励The system lacks a circular supervision mechanism to eliminate undefeatable power in the administration.缺乏权力制衡导致行政主

16、管的绝对权力14ConclusionsConclusions结论结论In theory,a sound PA system can effectively help to create a healthy work environment,establish nice interpersonal relationships,encourage active work attitude,and promote productivity.However,poorly designed systems impose quite negative impacts on us.How to establ

17、ish and continuingly improve a performance assessment system,therefore,is an urgent issue that needs to be more closely examined and adequately addressed in the library and management literature.成功的绩效评估机制能创造健康的工作环境，建立良好的人际关系，鼓励积极的工作态度，促进工作成效。有缺陷的机制则有相反的消极作用。1516Questions and CommentsTHANKSTHANKS！谢谢！谢谢！