Towards the end of the semester, the college began to count the year-end performance results of teachers, and the various ** issued were overwhelming.
Teachers who filled out the form couldn't help but complain on the Internet: "Why don't the performance of administrative staff be evaluated?".”
Of course, too. Moreover, the annual performance of some university administrators is evaluated by front-line teachers.
Evaluate administrative staff and ask teachers to give grades
January 2023,Fujian Agriculture and Forestry UniversityThe "Implementation Rules for Incentive Performance Salary and Annual Assessment Award of the College of Food Science" was officially implemented on a trial basis. In its "Measures for the Annual Performance Appraisal of Administrative Personnel", the college clearly states that the assessment of administrative personnel includes:Daily attendance, hospital-wide satisfaction evaluation, and hospital leadership rewards and punishments, each part will be converted into a coefficient for the calculation of year-end performance.
Among them,The school-wide satisfaction evaluation of each administrative staff member is scored by the faculty and staff of the whole school, the full score is 100 points, remove the 3 highest scores and 3 lowest scores, and take the remaining average as the satisfaction score.
The top 5% of the hospital's satisfaction evaluation is determined to be excellent, those with a score of more than 70 are qualified, and those with a score of less than 60 are unqualified. Only those who pass the performance appraisal can enjoy the college assessment incentive allowance of the current year
Excerpt from: Fujian Agriculture and Forestry University, "Annual Performance Appraisal Measures for Administrative Personnel of the College of Food Science".
School of Economics and Management, Fuzhou UniversityTeacher representatives are also involved in the performance appraisal of administrative staff. In the 2020 performance appraisal plan of the administrative staff of the college, it is clear that each department recommends one teacher representative to participate in the appraisal meeting. The final performance appraisal score is made up of:The expert scores, college leader scores, and teacher representative scores are weighted together after being weighted by %.
School of Liberal Arts, Yuxi Normal UniversityThe evaluation of the work of administrative teaching and auxiliary personnel shall be conducted in accordance with the personWork performance, work style, work efficiency, work leveland other elements are combined with leadership and mass evaluation. The weight of leadership evaluation, mass evaluation, and administrative personnel mutual evaluation is 3:3:4。The assessment is on a 100-point scale. When counting, each type of personnel assessment needs to remove a highest score and the lowest score, and then according to the weight of the three assessments, the final test score is obtained.
Can administrative performance be linked to teacher performance?
University administrators are an important force to ensure a good teaching environment and efficient operation of the university. Their competencies and performance levels are critical to the development of universities.
Song Yang, a professor at the School of Economics of the Chinese National University, once pointed out in an article that because China has long implemented the establishment and management of public institutions for administrative personnel in colleges and universities, it is facing many problems in the new period, such as the mismatch between the demand and supply of administrative personnel in public institutions, the unequal pay for equal work "within and outside the staff", and the low wages and low efficiency brought about by the establishment system.
In fact, some full-time teachers are "concerned" about whether colleges and universities have conducted performance appraisals for administrators, reflecting their expectation that the work efficiency and service quality of administrators will be further improved through "evaluation to promote reform".
Judging from the public information, at present, many colleges and universities in China have formulated an annual assessment system for administrative posts that is suitable for the school situation, and most of the assessment content includes teacher ethics, daily attendance, work attitude and task completion, etc., which are mainly scored and evaluated by department leaders.
However, because these indicators are different from the number of class hours, teaching quality evaluation, and the number of projects published and presided over, etc., which are conducive to quantification, the work effectiveness of university administrators is "not transparent enough", and it is easy to leave the impression of "stability and comfort" and "drought and flood protection".
In reality, only they know the hardships of some administrative staff holding meetings during the day, coordinating with different departments to distribute notices, and having to work overtime at night to sort out materials and write materials.
In addition, we have noticed that the performance appraisal of administrative staff is mainly based on completing the tasks assigned by the department, in addition to stepping on the red line of teacher morality, conflicts with teachers and students, being complained and other "one-vote veto", there are not many clear rewards and punishments, incentives, and the relationship with their direct management and service objects is not close enough.
Professor Song Yang proposed that the administrative system of colleges and universities should establish a fair and just, timely feedback, unified and clear performance appraisal system in the reform path of the personnel system of university administrators. The assessment results are directly linked to salary and benefits, job promotion, etc., to avoid the phenomenon of floating people. At the same time,It can also link the performance salary of administrative staff with the performance of teachers, motivate them to assist teaching and scientific research, and improve the management and operation efficiency of the school
Incorporate professional development into the assessment system
In recent years, it is not uncommon for colleges and universities to recruit administrative posts, and the "career establishment" is becoming less and less, and the academic threshold is getting higher and higher.
In fact, these highly educated talents who have taken up administrative positions are very concerned about their future career development just like the young teachers who stand on the podium. At the same time, without the blessing of "establishment", the mobility of university administrators may increase, which is also worthy of the attention of colleges and universities and put forward coping strategies.
Chang Tongshan, director of institutional research and academic planning in the Office of the President of the University of California, once said that the schoolThe performance appraisal of administrative staff has played a very important role in promoting the personal growth of administrative staff, improving work performance, improving service quality, and enhancing employees' sense of belonging
According to reports, the performance appraisal of the administrative staff of the University of California is aimed at promoting the career development of the staffIncorporate the professional development and ability improvement of employees into the assessment system。The specific assessment index system includes two dimensions: predetermined goals (including work goals and personal development goals) and core competencies (including communication, inclusiveness, participation, innovation, professional knowledge, continuing learning, Xi resource management, execution, service, teamwork, etc.).
Between supervisors and subordinates, through the work and personal development goals set at the beginning of the year based on personal work and growth expectations, and through annual, mid-year and regular conversations, employees can understand their achievements and existing problems in their work, and put forward corrective action plans in a timely manner.
At the same time, the University of California has also established an assessment mechanism with clear rewards and punishments and timely error correction. The results of performance appraisal are directly linked to salary increases, various rewards, job promotions and punishments, and are also the only evidence of general performance pay
Chang Tongshan believes that improving the core competencies of employees and helping them explore their professional development potential can help enhance employees' sense of belonging and improve work performance. For Chinese universities, he suggested that the sense of service and cooperation of the administrative department, as well as the service, communication, cooperation and computer technology skills of the staff, need to be improved. To change this phenomenon, universities can start by changing the organizational tasks and responsibilities of the administrative departmentThe "management" element is weakened and the "service" element is addedCombined with the work characteristics of each department and the expectations of individual career and professional development, we will build an assessment mechanism that can enhance the cohesion and sense of belonging of employees and the core competencies of employees.
Key references:
1] Song Yang. The "14th Five-Year Plan" points out the direction for the reform of the personnel system of university administrators 2021-03-22].China.com.
2] Chang Tongshan. Research on the performance appraisal model of administrative staff in the University of California[J].Higher Education Management. ,2020(14).
3] College of Food Science, Fujian Agriculture and Forestry University, College of Economics and Management, Fuzhou University, College of Liberal Arts, Yuxi Normal University**.