A Research On The Optimization Of Employee Performance Assessment System In College Administration Management

With the prominent position of scientific research and teaching in Colleges and universities, the administrative management and teaching work in Colleges and universities are gradually divided and separated. Because the work of administrative personnel is paid less attention to than the teaching and research work, the executive staff are also neglected, and the management ability is weak, one of the most important work is performance management which is not put into place and the assessments can't be done accordingly and the role of it failed to be played. For example people pay few attention to the standards of assessments or the process of giving grades, or are too careless to decide the grade or can't put face-to-face interview into place.This paper summarizes the present situation and problems of the performance evaluation of S college, analyzes the causes of the problems, and puts forward some suggestions on the performance evaluation of S college. S college has set up a large administrative function Department, which is difficult to manage; performance standards are not comprehensive enough, S college is lack of overall traction ,etc.. Because the performance work has such problems, it can not provide clear and feasible guidelines to the performance appraisal of S college. It can not carry out the wordy plan into action, thus performance assessment work after several reforming still can't make every employee satisfied,so that it failed to enhance employee's personal and organizational performance.Performance management is not only a complete set of PDCA cycle, but also a closed loop target management system. Aiming at the performance problems in the work of the S college, the paper puts forward a series of countermeasures, mainly from two aspects, one is to make large reform of the performance system, put forward the reform measures including downsizing the function department,increaseing department assessment indicators and put individual performance bonuses linked from task performance into place and designing the contextual performance of individual staff performance evaluation index,establish real-time evaluation mechanism, ensuring the performance of the operating system with comprehensive use of various methods, establishing and optimizing the process of the appeals; the second is the establishment of supporting system to ensure the performance of the operation of the system, including creating a good organizational culture, through all kinds of propaganda to establish an open training system, creating smooth communication mechanism, making all kinds of rules and regulations to ensure links to other systems.