A Study On The Work Evaluation Mechanism For The Departme Ntal Executives In Xi’an University

With the rapid development of higher education in China, it is increasingly realized that the quality of management and personality of middle-level cadres play an important role in enhancing the work efficiency and the quality of education of university. Its importance is also implicated in the influences of the positive correlation on the efficiency of daily educational operation and the general outcome of the cultivation of talented students and educational work, in terms of the improvement of assessment criteria and regulations.In practical work, most of the colleges and universities encounter problems of the low efficiency of middle management cadres. However, the effect is not satisfactory. One of the main reasons that lead to these problems is that the university has not carried out effective performance appraisal according to the actual situation of the middle managers. Moreover, this unequal judgment has damaged the enthusiasm of middle-level managers, which need to improve urgently.This research focuses on the assessment of performance related pay of the middle-managers of sub-college of Xi’An University of Art and Science. The sample is the selected class of the middle-managers in sub-college because it accounts up 60% of middle-managers in the whole university, and has characteristics of the emphasizing on front-line teaching. Based on the questionnaire of the foundation of the performance related pay in the early stages, this study takes an in-depth exploration of assessment of achievement though analysis across levels. The middle-managers’achievement are evaluated by 15 factors, including marks, ability, working statutes, integrity, individual improvement, and etc.. This assessment can imply the management level accurately and objectively due to it adopts the weighted evaluation.This study concluded that the assessment of performance related pay of the middle-managers of sub-college of Xi’An University of Art and Science should be based on the objective needs of the development of the university and have the aim and practical meaning. Meanwhile, the middle-manager should have an enhanced awareness of the regulations of assessment, particular in some detailed oriented management. Not only on the result of the assessment of performance related pay, but also the process of assessment and the feedback to insure the implication of the assessment criteria regulation in practice. This research will contribute to the assessment of performance related pay of the middle-managers of sub-college of Xi’An University of Art and Science, and be the cornerstone of establishing an efficiency and effective system of performance assessment.