Study On The Problem Of China University Middle-level Cadre’s Performance Assessment

University middle-level cadres are the main body of implementing university management. Their ability of work to some extent determines the level of university management. As a team who continue from the above and introduce the following, not only do they have the political, ideological, moral and professional qualities, but also organized, coordination, decision-making, management, learning and innovation capabilities. Based on the international comparative analysis of university research performance evaluation, for the current problems of university middle-level cadres’ performance assessment, combined with recent years’ explorations and researches on the content and methods of performance appraisal from government departments, colleges and universities, experts and scholars.,the study proposed the evaluation ideas, which is the combination of qualitative and quantitative assessment of the performance for the implementation of mid-level cadres. By using the Delphi method and AHP, the performance evaluation factors and weights for college and university leadership are set up. Also the appropriate evaluation indicators are established, and empirical analysis are made. In addition, the paper proposes some comments and suggestions which are for improving and strengthening the university middle-level cadres’ performance evaluation from the perspective of the scientific concept of development, from the enhancement of performance appraisal feedback mechanism and the explorations of the ways to make full use of modern networking tools for evaluating university middle-level cadres’ performance. Middle-level cadres performance appraisal is a complex systematic project and an important part of cadre evaluation system and management. To improve the regulation and evaluation system, we should adhere to the scientific concept of development, uphold the scientific approach, use scientific methods. For different types of management cadres, different evaluation indicators are used. Standardizing assessment procedures, adhering to that test in order to use can mobilize the majority of middle-level cadres’enthusiasm for work.Of course, human complexity, the special nature of universities, localization of assessment method determines university middle-level cadres appraisal as a complex project. We must explore and improve continually during the process of practice, I hope this study can provide some useful exploration and help for university middle-level cadres’assessment practice and theoretical work.