科技期刊联合编辑部编辑岗位绩效评价管理实践
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摘要
【目的】针对科技期刊联合编辑部管理特点,构建实际工作中科学、合理、可行的编辑绩效考核方法,为期刊管理部门提供参考。【方法】整合分析对多个科技期刊联合编辑部的调研结果及现有文献,结合中国科学院东北地理与农业生态研究所期刊编辑部管理工作实践,总结联合编辑部编辑绩效评价基本原则,遴选编辑岗位绩效考核指标,构建定性与定量相结合的编辑岗位绩效考核体系。【结果】联合编辑部编辑岗位绩效评价应遵循公平性、客观性、可操作性、导向性和公开性原则;绩效考核体系应对接联合编辑部主办单位的绩效考核体系。工作作风、个人能力与素质可采用定性方式进行评价;编校工作量、编务工作量、编辑个人发展和期刊发展等指标可采用定量方式进行评价。中国科学院东北地理与农业生态研究所的实践应用取得较为理想的评价结果,表明本研究构建的绩效评价方案具有可行性。【结论】联合编辑部编辑岗位绩效评价比单刊编辑部复杂,指标体系的构建应在明确编辑岗位分工的基础上,结合联合编辑部的工作特点,谨慎遴选指标;在具体的实践工作中,动态调整、完善考核指标体系,以达到奖勤罚懒、奖优罚劣、提高编辑绩效水平的目的。
[Purposes] According to the characteristics of the united editorial department of scientific journals,a scientific,reasonable,and feasible performance evaluation system for academic editors is constructed to provide reference for the united editorial department. [Methods] By integrating and analyzing the research results and existing literatures of the united editorial department of scientific journals,and combining the management practices of the united editorial department in Northeast Institute of Geography and Agroecology,Chinese Academy of Sciences,the performance evaluation indicators for academic editors were selected with summarizing its basic principles,and a performance evaluation system for academic editors that combined qualitative and quantitative methods was constructed. [Findings] The basic principles of performance evaluation of academic editors in the united editorial department include fairness,objectivity,operability,orientation,and openness. The evaluation system should be connected to that in the host unit of the united editorial department. The work style and personal ability and quality of editors can be evaluated by qualitative method. The workload of editing and proofreading,editing affairs,the journal development,and the individual development of editor can be evaluated by quantitative method. The practical application of Northeast Institute of Geography and Agroecology shows that the proposed performance evaluation system is feasible. [Conclusions] The performance evaluation of academic editors in the united editorial department is more complicated than that in the single editorial department. The united editorial department should combine its own work characteristics to select the indicators carefully based on the clear division of editorial work. In order to achieve the purpose of rewarding the diligent and punishing the lazy,rewarding the good and punishing the bad,and improving the level of editing performance,dynamic adjustment and improvement of the performance evaluation system is necessary in the practical work.
[Purposes] According to the characteristics of the united editorial department of scientific journals,a scientific,reasonable,and feasible performance evaluation system for academic editors is constructed to provide reference for the united editorial department. [Methods] By integrating and analyzing the research results and existing literatures of the united editorial department of scientific journals,and combining the management practices of the united editorial department in Northeast Institute of Geography and Agroecology,Chinese Academy of Sciences,the performance evaluation indicators for academic editors were selected with summarizing its basic principles,and a performance evaluation system for academic editors that combined qualitative and quantitative methods was constructed. [Findings] The basic principles of performance evaluation of academic editors in the united editorial department include fairness,objectivity,operability,orientation,and openness. The evaluation system should be connected to that in the host unit of the united editorial department. The work style and personal ability and quality of editors can be evaluated by qualitative method. The workload of editing and proofreading,editing affairs,the journal development,and the individual development of editor can be evaluated by quantitative method. The practical application of Northeast Institute of Geography and Agroecology shows that the proposed performance evaluation system is feasible. [Conclusions] The performance evaluation of academic editors in the united editorial department is more complicated than that in the single editorial department. The united editorial department should combine its own work characteristics to select the indicators carefully based on the clear division of editorial work. In order to achieve the purpose of rewarding the diligent and punishing the lazy,rewarding the good and punishing the bad,and improving the level of editing performance,dynamic adjustment and improvement of the performance evaluation system is necessary in the practical work.
引文
[1]中国科学技术协会.中国科技期刊发展蓝皮书(2017)[M].北京:科学出版社,2018.
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[5]温优华,谢文亮,曾荣平.平衡计分卡在改进学术期刊社绩效考核中的应用[J].南方论刊,2016(4):61-63.
[6]武晓雁.出版社编辑部门绩效管理分析与实践[J].中国出版,2016(12):30-32.
[7]陈波,俞菁.高校集群期刊编辑绩效考核机制的创新与完善[J].编辑学报,2016,28(2):156-158.
[8]贺郝钰,侯春梅,迟秀丽,等.科技期刊学术编辑绩效考核体系的创新与完善[J].中国科技期刊研究,2018,29(3):301-306.
[9]方晓蓉.论研发人员的特点和管理策略[J].职业时空,2009,5(6):7-8.
[10]耿浩志,徐雅雯.学术期刊编辑工作的特性机器评价体系构建[J].南通大学学报(社会科学版),2016,32(5):156-160.
[11]骆超,彭桃英,熊水斌.基于AHP-FCE的科技期刊编辑绩效评价体系[J].科技与出版,2012(4):92-95.
[2]李航,张国忠.学术期刊媒体融合发展路径探析[J].中国科技期刊研究,2018,29(12):1234-1239.
[3]武文.期刊联合编辑部管理模式的实践探索[J].中国科技期刊研究,2008,19(4):539-541.
[4]刘江霞. 360度绩效考核法在高校科技期刊编辑考核中的应用[J].中国科技期刊研究,2014,25(1):128-131.
[5]温优华,谢文亮,曾荣平.平衡计分卡在改进学术期刊社绩效考核中的应用[J].南方论刊,2016(4):61-63.
[6]武晓雁.出版社编辑部门绩效管理分析与实践[J].中国出版,2016(12):30-32.
[7]陈波,俞菁.高校集群期刊编辑绩效考核机制的创新与完善[J].编辑学报,2016,28(2):156-158.
[8]贺郝钰,侯春梅,迟秀丽,等.科技期刊学术编辑绩效考核体系的创新与完善[J].中国科技期刊研究,2018,29(3):301-306.
[9]方晓蓉.论研发人员的特点和管理策略[J].职业时空,2009,5(6):7-8.
[10]耿浩志,徐雅雯.学术期刊编辑工作的特性机器评价体系构建[J].南通大学学报(社会科学版),2016,32(5):156-160.
[11]骆超,彭桃英,熊水斌.基于AHP-FCE的科技期刊编辑绩效评价体系[J].科技与出版,2012(4):92-95.
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