Research On The Current Situation And Countermeasures Of Performance Appraisal Of Administrative Personnel In "Double First-Class" Universitie

Since the 21 st century,with the acceleration of economic globalization,the key to a country’s core competitiveness lies in high-quality talents.Colleges and universities are important places to train high-quality talents,and higher education shoulders the important mission of training high-quality talents.In recent years,the Party and the state attach great importance to the cause of higher education,started the implementation of the "double first-class" construction,and vigorously pushed the higher education of our country into world-class advanced ranks.This not only ushered in high quality and rapid development opportunities for colleges and universities,but also put forward great challenges to the administration of colleges and universities.The construction of "double first-class" cannot be separated from first-class teaching staff and first-class management services,which need to give full play to administrative functions.Strengthening the performance appraisal of administrative personnel in colleges and universities is an effective and important means to give full play to administrative functions,improve administrative work efficiency and enhance the overall management level of the school.How to construct a scientific and reasonable performance appraisal scheme for university administrative personnel and boost the realization of the "double first-class" construction goal has become an important issue to be solved urgently.Taking the administrative personnel of the University of Z as the research object,this paper adopts the method of literature research,questionnaire survey and in-depth interview,the theory of performance management,the theory of objective management and the theory of two-factor,and combines the current situation of the performance appraisal of administrative personnel of the University of Z,and finds that due to the backward management thought,the integration degree of assessment and management is low.As a result,there are some problems in the performance appraisal,such as disconnection between the appraisal and the strategic objective of "double first-class" construction,unclear assessment objectives,unscientific assessment indicators,unreasonable assessment cycle,and insufficient application of assessment results.In view of the above problems,this paper puts forward the corresponding improvement measures,determines the assessment objectives based on the strategic objective of "double first-class" construction of universities,and optimizes the assessment methods and methods.This paper adjusts the assessment cycle,optimizes the assessment content and indicators,improves the assessment incentive measures,expands the application of the assessment results,and builds a comprehensive and effective performance assessment system for the administrative personnel of the University of Z.Improved administrative personnel performance management system,fully tap the potential of administrative personnel,mobilize their work enthusiasm,initiative,and promote the university "double first-class" construction goal.At the same time,it can provide reference experience for similar universities’ performance appraisal research.