A Study On The Performance Appraisal System Of The Managers Of Small And Medium-sized Private Educational Institutions

Small and medium-sized private educational institutions of administrative office clerk is mainly responsible for daily management,keep the relationship of teaching and promote an important task of institutions for the long-term development,but in the development of small and medium-sized private educational institutions,focus on the teachers’ evaluation management,and ignore the administrative personnel,administrative personnel work produced no satisfaction is high,the lack of enthusiasm and thus institutions relevant administrative aspects of the service quality.Therefore,according to the characteristics and needs of the administrative staff of Small and medium-sized private education institutions,it is of great significance to describe the problems in their performance appraisal,analyze the causes of the problems and put forward improvement strategies,so as to improve the performance appraisal effect of the administrative staff of small and medium-sized private education institutions.Therefore,based on the hierarchy of needs theory,the theory of fair management and the theory of satisfaction,this paper makes a comprehensive analysis of the staff performance appraisal system and mechanism of small and medium-sized private education institutions,hoping that the study can guide the improvement of the performance appraisal of the administrative staff of small and medium-sized private education institutions and improve the work quality of the administrative staff.The author through in-depth study summarizes the following conclusion:the small and medium-sized private education institutions exist in the administrative management personnel appraisal system,such as the evaluation contents and index lack of scientific and systemic,focusing on the annual staff appraisal period ignore daily phase of the work of examination,evaluation mechanism,lack of communication,single appraisal main body,using quantitative method and every staff of appraisal value degree is not high,the lack of a feedback system,lack of professional inspection team,not on the problems existing in the assessment results improved accordingly.These problems are mainly because the theoretical basis of the assessment is not sufficient;The recognition of performance appraisal is not enough,and the positioning is not accurate;The leaders pay insuficient attention to it,and the assessed personnel fail to participate in it completely;Influence of traditional ideas and management ideas;The internal management system and mechanism of the organization are not in place and the performance appraisal system is not perfect.Private education institutions based on the analysis of the status quo of administrative staff performance appraisal,and the existing problems and reasons,on the basis of the proposed to build a new performance appraisal system,take the balanced scorecard approach,small and medium-sized private education institutions to establish the administrative personnel of multi-level index system of performance appraisal management,to ensure that the design and characteristics of the jobs,the assessment index is consistent with the staff demand;In the process of the assessment,according to the annual assessment and quarterly assessment,a two-way interactive communication mechanism is proposed.After the assessment,the assessment results will be fully used in the management to effectively improve the working efficiency of the administrators of small and medium-sized small and medium-sized private educational institutions.In addition to put forward the construction of performance appraisal system,this article also according to the small and medium-sized private educational institutions,the specific content of the administrative staff performance appraisal is put forward to ensure that the assessment system of thought and system,human resources and incentive mechanism,there are still some aspects of communication and input,and so on safeguard measures and methods.