Research On Performance Assessment Of Middle-level Managers In Higher Education Institutions Based On Job-analysis

Because the middle-level managers are in a relatively unique location in the various management areas of higher education, their performances directly affect the overall work of colleges and universities. How to improve the performance appraisal system of middle-level managers and strengthen performance management of middle-level managers have become the main targets of management.In this paper, A comprehensive analysis of the current higher education institutions' background has been discussed. And the current status and problems of middle-level managers' performance appraisal system has been analyzed in my research. This study aiso advanced completely performance appraisal system based on job analysis also.Firstly this research discusses the literature review of job analysis and performance appraisal and analyzes the relationship between them. Secondly, to explain been the organizational structure and post characteristic, and the paper has chosen two typical positions to analyze their traits and difficulties. Thirdly this research interprets from the overall quality and professional skills, leadership effectiveness, targeting, self- assessment evaluation system to identify the five indicators of middle-level managers to evaluate the contents of the evaluation. Fourthly, according to the characteristics of different positions, this study adjusts the various indicators weight factor, set error factor to ensure the fairness of performance evaluation. This paper also emphasizes the problems in the process of evaluating process. This research result expresses that not only it is necessary to grasp the distinction degree between the evaluation process, but also we should adjust the managers of the main examination, assessment cycle, assessment feedback to ensure that the process and result be fair.Lastly, this paper testifies the system of higher education middle-level manager's performance appraisal with two positions. The results are rational and logical, which reaches the target and need of this system of performance appraisal.