A Research On The University Faculty Performance Appraisal With KPI

It’s is one of the important task for universities’ HR department to evaluatefaculty’s performance including working process and the result in light of university’sdevelopment strategy and mission requirements. Scientific and university’sdevelopment strategy and mission requirements. Scientific and rational performanceevaluation method can not only help to stimulate faculty’s enthusiasm, help facultyachieving their personal goals, but also help to build a high-quality teaching force andfurther promote universities’ quality education, and deepen the reform of highereducation.University performance appraisal now commonly connects the faculty’s scientificresearch innovation with the material interests of faculty directly, which is regarded justas feedback of faculty’s past achievements and provides the evidence for present pay,promotion and job arrangements. And university’s faculty as knowledge workers, theynot only pursue reasonable material compensation, but also demand independent work,personal development, and work achievements, which are based on recognition andcomment on their performance. Therefore, the current performance appraisal methodscan not meet the university faculty’s strong demand for internal fair and reasonableperformance appraisal.In recent years, many experts, scholars, university teachers research performanceappraisal in the modern enterprise human resource management theory to the Universityof performance appraisal, for example, the theory of Balanced Scorecard (BSC),360-degree evaluation method, etc. Inspired by these studies, the author proposes theevaluation method of the key performance indicators applied to the performanceevaluation of university teachers.The appraisal method of the key performance indicators refer to determine theobjectives for each sector employees，according to the strategic objectives of the nextyear, first to determine the appropriate assessment indicators, standards and weights, goal-oriented, the use of such a set of index system to evaluate employees completion ofthe work， responsibilities to the work，and to fulfill the extent of work anddevelopment of staff, and give the results of the process to employees so as to achievethe change of the work behavior and improve performance. As a new performanceimprovement, key performance indicators of appraisal method has good results in theenterprise performance management.This article contains five parts.The first part is introduction. It mainly introduces topics, talking about theperformance assessment of the current situation from the university proposed evaluationmethod of the key performance indicators applied to the performance evaluation ofuniversity teachers, the significance clearly indicated that the basic research ideas to:topics reason, college teacher performance assessment of the current situation to theoverview of KPI theory and then finally it comes to college applications KPI strategy.Were analyzed to study the situation at home and abroad, using the method ofcombining theoretical research and literature in the previous sporadic on the basis ofmore in-depth study of university teachers performance appraisal.The second part an overview of the related concepts of the evaluation method ofkey performance indicators and identify key performance indicators of assessmenttheory applied to the entry point in the performance appraisal of China’s collegeteachers to introduce the advantages and characteristics of the KPI assessment method,meaning and function, the use of KPI performance appraisal processes, KPI assessmentmethod provides a guiding ideology for China’s college teachers performance appraisalreform.The third part I will focus on analysis of the status quo of Chinese college teachersperformance appraisal. Understanding and analysis of our country at this stage theteacher performance appraisal from the subject, content, procedures, methods, resultsusing the draw of College Teachers of performance appraisal in the assessment objectives, assessment methods, assessment, examination subjects, assessment cycleand assessment feedback problems and defects.Part fourth I will use the specific disciplinary research methods to analyze the ideaof the use of KPI performance evaluation of university teachers. Related to teachers ofcolleges and universities through interviews and questionnaires, visits, surveys, collegesand universities how to use KPI assessment changes in school performance appraisalsystem, including the establishment of the basic ideas of university KPI, colleges anduniversities to establish procedures of the KPI, KPI College the promotion of theperformance appraisal system, KPI use of the university of performance appraisalshould be noted that the four aspects.The last part is conclusion, the innovation as well as shortcomings, as well as theoutlook for future research.