美国高校行政人员绩效管理:标准、程序与结果应用
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摘要
绩效管理是提高高校行政人员工作绩效和服务水平的重要抓手。美国高校高度重视行政人员绩效管理,哥伦比亚大学、芝加哥大学、杜克大学、加州大学伯克利分校和明尼苏达大学均出台了较为成熟的行政人员绩效管理办法。深入了解美国高校行政人员绩效管理的标准、程序及结果应用,适当借鉴其明确相关标准、依托目标管理、重视结果应用的做法,有助于我国高校完善行政人员绩效管理体系。
Performance management is an important way to improve administrative officers' work performance and service quality. American universities pay great attention to performance management of administrative officers. Columbia University, the University of Chicago, Duke University, the University of California at Berkeley and the University of Minnesota have relatively well-established performance management system for administrative officers. Going insight to the standards, procedures and results application of administrative officers' performance management in American universities, as well as moderately drawing lessons from the practices of outlining specific standards, managing by objectives and paying attention to the application of results, may provide references for many Chinese universities.
Performance management is an important way to improve administrative officers' work performance and service quality. American universities pay great attention to performance management of administrative officers. Columbia University, the University of Chicago, Duke University, the University of California at Berkeley and the University of Minnesota have relatively well-established performance management system for administrative officers. Going insight to the standards, procedures and results application of administrative officers' performance management in American universities, as well as moderately drawing lessons from the practices of outlining specific standards, managing by objectives and paying attention to the application of results, may provide references for many Chinese universities.
引文
[1]姚翔.助推“双一流”战略发展的高校教师绩效管理体系探讨[J].国家教育行政学院学报,2017,(2):57-62.
[2]国务院.国务院关于印发统筹推进世界一流大学和一流学科建设总体方案的通知[EB/OL].http://www.moe.gov.cn/jyb_xxgk/moe_1777/moe_1778/201511/t20151105_217823.html,2019-01-08.
[3]Boswell,W R,&Boudreau,J W.Employee Satisfaction with Performance Appraisals and Appraisers:The Role of Perceived Appraisal Use[J].Human Resource Development Quarterly,2000,11(3):283-299.
[4]方振邦.战略性绩效管理[M].北京:中国人民大学出版社,2014.37-38.
[5]The University of Minnesota.A Quick Guide to Performance Evaluation[EB/OL].https//drive.google.com/file/d/0Byxb9AgIMZ-3bzZyMl NrODhtYW8/view,2018-12-16.
[6]The University of Minnesota.Merit Pay Increases-Design Options for Small Merit Pools Fiscal Year 2019[EB/OL].https://humanresources umn.edu/sites/humanresources.umn.edu/files/merit_pay_increases_-_design_options_for_small_merit_pools-fy19.pdf,2019-01-05.
[7]郭云,廖建桥.上级发展性反馈对员工工作绩效的作用机理研究[J].管理科学2014,27(1):99-108.
[8]李红霞,戈弋.事业单位绩效工资改革研究[J].人民论坛,2014,(11):87-89.
[9]解志韬,李厚锐,田新民.基于胜任力的高校干部培养管理体系研究[J].国家教育行政学院学报,2017,(4):75-81.
[10]林日团,莫雷,王瑞明,等.高校中层管理干部胜任力模型的初步建构[J].心理科学,2007,30(6):1471-1473,1481.
[11]鲍传友,毛亚庆,赵德成.高校行政管理干部绩效考核指标体系的构建---基于A大学的案例研究[J].国家教育行政学院学报,2010,(6):67-72.
[12][13]孙庆章,刘培元.我国普通高校中层干部考核工作中的问题及对策[J].中国人力资源开发,2015,(9):85-89,96.
[14]熊亮.我国科研事业单位工资制度改革的趋势、脉络和建议[J].中国行政管理,2019,(3):34-41.
[15]刘昕.我国事业单位绩效工资改革的难点与对策[J].中共中央党校(国家行政学院)学报,2019,23(1):30-34.
(1)主要政策和实践准则包括哥伦比亚大学《绩效管理与评价办法》(Performance Management and Appraisal)、《绩效特质》(Performance Attributes)、《薪酬调整办法》(Salary Changes&Adjustments)、《内部调动及再聘办法》(Managing Transfers,Internal Mobility and Re-hires)、《终止聘用办法》(Termination of Employment);芝加哥大学《绩效计划与反馈办法》(Performance Planning and Feedback)、《学校素质模型》(University Competency Model);杜克大学《行为标准及绩效改进办法》(Standards of Conduct&Performance/Corrective Action Policy)、《行为准则》(Behavior Guidelines)、《学校薪酬结构及程序办法》(University Pay Structure&Processes Policy)、《调动及晋升办法》(Transfers&Promotions Policy)、《裁员办法》(Reduction-in-Force Policy);加州大学伯克利分校《绩效管理办法》(Performance Management)、《核心素质和行为标准》(Core Competencies and Behavioral Anchors)、《薪酬办法》(Compensation)、《裁员和削减工时办法》(Layoff and Reduction in Time from Professional and Support Staff Career Positions);加州大学《奖金及奖励计划办法》(Incentive and Recognition Award Plans)、《员工非现金奖励及其它礼品办法》(Employee Non-Cash Awards and Other Gifts);明尼苏达大学《学术人员和行政人员绩效管理办法》(Performance Management for Academic Professional and Administrative Employees)、《管理人员挑战-素质-行为表现框架》(Leadership Challenges,Competencies and Behaviors Framework)、《学术人员和行政人员薪酬办法》(Compensation for Academic Professional and Administrative Employees)、《员工薪酬及奖励办法》(Employee Compensation and Recognition)等。
[2]国务院.国务院关于印发统筹推进世界一流大学和一流学科建设总体方案的通知[EB/OL].http://www.moe.gov.cn/jyb_xxgk/moe_1777/moe_1778/201511/t20151105_217823.html,2019-01-08.
[3]Boswell,W R,&Boudreau,J W.Employee Satisfaction with Performance Appraisals and Appraisers:The Role of Perceived Appraisal Use[J].Human Resource Development Quarterly,2000,11(3):283-299.
[4]方振邦.战略性绩效管理[M].北京:中国人民大学出版社,2014.37-38.
[5]The University of Minnesota.A Quick Guide to Performance Evaluation[EB/OL].https//drive.google.com/file/d/0Byxb9AgIMZ-3bzZyMl NrODhtYW8/view,2018-12-16.
[6]The University of Minnesota.Merit Pay Increases-Design Options for Small Merit Pools Fiscal Year 2019[EB/OL].https://humanresources umn.edu/sites/humanresources.umn.edu/files/merit_pay_increases_-_design_options_for_small_merit_pools-fy19.pdf,2019-01-05.
[7]郭云,廖建桥.上级发展性反馈对员工工作绩效的作用机理研究[J].管理科学2014,27(1):99-108.
[8]李红霞,戈弋.事业单位绩效工资改革研究[J].人民论坛,2014,(11):87-89.
[9]解志韬,李厚锐,田新民.基于胜任力的高校干部培养管理体系研究[J].国家教育行政学院学报,2017,(4):75-81.
[10]林日团,莫雷,王瑞明,等.高校中层管理干部胜任力模型的初步建构[J].心理科学,2007,30(6):1471-1473,1481.
[11]鲍传友,毛亚庆,赵德成.高校行政管理干部绩效考核指标体系的构建---基于A大学的案例研究[J].国家教育行政学院学报,2010,(6):67-72.
[12][13]孙庆章,刘培元.我国普通高校中层干部考核工作中的问题及对策[J].中国人力资源开发,2015,(9):85-89,96.
[14]熊亮.我国科研事业单位工资制度改革的趋势、脉络和建议[J].中国行政管理,2019,(3):34-41.
[15]刘昕.我国事业单位绩效工资改革的难点与对策[J].中共中央党校(国家行政学院)学报,2019,23(1):30-34.
(1)主要政策和实践准则包括哥伦比亚大学《绩效管理与评价办法》(Performance Management and Appraisal)、《绩效特质》(Performance Attributes)、《薪酬调整办法》(Salary Changes&Adjustments)、《内部调动及再聘办法》(Managing Transfers,Internal Mobility and Re-hires)、《终止聘用办法》(Termination of Employment);芝加哥大学《绩效计划与反馈办法》(Performance Planning and Feedback)、《学校素质模型》(University Competency Model);杜克大学《行为标准及绩效改进办法》(Standards of Conduct&Performance/Corrective Action Policy)、《行为准则》(Behavior Guidelines)、《学校薪酬结构及程序办法》(University Pay Structure&Processes Policy)、《调动及晋升办法》(Transfers&Promotions Policy)、《裁员办法》(Reduction-in-Force Policy);加州大学伯克利分校《绩效管理办法》(Performance Management)、《核心素质和行为标准》(Core Competencies and Behavioral Anchors)、《薪酬办法》(Compensation)、《裁员和削减工时办法》(Layoff and Reduction in Time from Professional and Support Staff Career Positions);加州大学《奖金及奖励计划办法》(Incentive and Recognition Award Plans)、《员工非现金奖励及其它礼品办法》(Employee Non-Cash Awards and Other Gifts);明尼苏达大学《学术人员和行政人员绩效管理办法》(Performance Management for Academic Professional and Administrative Employees)、《管理人员挑战-素质-行为表现框架》(Leadership Challenges,Competencies and Behaviors Framework)、《学术人员和行政人员薪酬办法》(Compensation for Academic Professional and Administrative Employees)、《员工薪酬及奖励办法》(Employee Compensation and Recognition)等。
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