Research On Establishing The Performance Evaluation System In Public Institutions

As an emerging economic developing country, the GDP growth of our country is developing fast and already held the No.2 in the world. The fast development of economy sets higher demands to management in public institutions in our country. As an organization providing professional service, public institutions cover the most of the industries. They play an important role in the development of our national economic. Currently, public institutions generally have many problems, such as overstaffed, low initiative of staffs and low management efficiency. As central link of human resource management, performance evaluation is an important way to enhance staff enthusiasm and improve management efficiency. On the basis of referential review of domestic and foreign bibliography, this paper used the concept of task performance and contextual performance, found the performance evaluation in the public institutions generally had some problems. First, it attached great importance to general duties and neglected the employees'personal qualities in working. That is, it attached great importance to task performance but neglected contextual performance. However, contextual performance, such as professional ethics and teamwork, have become important factors that impact task performance. Secondly, the source of evaluation information is not comprehensive. Thirdly, the motivate mechanism is not perfect.On the basis of the problems of performance evaluation exsiting in public institutions, this paper took the secondary schools as an example, applied the concept of task performance and contextual performance, combined the features of secondary school teachers, pertinently restructured the secondary school teachers'performance evaluation system.The research mentality and results of this paper is as follows. First of all, it introduced the basic concept of performance evaluation, and analyzed the related basic theories---the system evaluation theory and motivate theory. Secondly, through studying bibliography the writer analyzed the problem existing in present public institutions that task performance and contextual performance was imbalance, the source of evaluation information is not comprehensive and motivate mechanism was not perfect. Then this paper took the secondary schools as an example, according to the principle of evaluation system, through increasing the weight of contextual performance, increasing motivate indicators, applying 360-Degree Feedback to define the main evaluation part, and using Analytic Hierarchy Process for determining weight, restructured the secondary school teachers'performance evaluation system. At last, it made an empirical analysis. Through the concrete application in secondary school CP and analyzing the results of evaluation, it verified rationality and science of the evaluation system structured by this paper.