An Enquiry Into The Performance Evaluation Of University Administrative Staff On A Balanced Scorecard Basis

Since the reform and opening-up, university education of our country has developed a lot, realizing the transition from elitist education to mass education. Stepping into the 21st century, we are faced with increasingly fierce competition for talented people. It is the new aim of our university education to construct first-class universities in our country or even in the world, which brings us both new opportunities and challenges. To accomplish this, we need to improve teaching qualities and develop academic standing. What's more, we also need first-class management. It is essential for universities to apply efficient and professional managing pattern and method to improve competitiveness.As the main body of university implementing management, the quality and performance of university administrative staff determine the management of universities. Meanwhile, performance evaluation is the major approach to promoting their work efficiency. So management departments of all grades attach great importance to constructing scientific, reasonable and fair performance evaluation system to measure their service and improve their work efficiency. The state council standing committee meeting demanded that public institutions such as universities should carry out performance related pay (PRP) reforms in September in 2009, which pushes performance evaluation further. But given the practical situation of executive management, the PRP reform of university administrative staff obviously lags behind. There are a lot of flaws and problems in the present evaluation system, which even makes the evaluation results deviate from the original intention to promote development throught performance evaluation. It is essential to reconstruct a new performance evaluation system based on advanced approaches.In face of the new situation, the paper starts with the definition of performance evaluation, reviews the present performance evaluationas at home and abroad and analyzes the existing problems in them. It also brings forward the beneficial experience that our universities have used of other countries for reference to set up the performance evaluation system with characteristics of Chinese universities. Apart from these, it clarifies the contents and advantantages of BSC, showing its feasibility. The relative factors affecting the performance of administrative staff are brought out with the core concepts of"balance"and"cause and effect analysis"in BSC to illuminate gradually the development strategy of universities and apply the BSC (originally used in business organizations) in performance evaluation of university administrative staff. The paper chooses 9 universities for enquiry in the form of questionaires to gather the staff's opinions and satisfaction data on the indexes of the performance evaluation by using the SPSS software for calculation. It comes out with two conclusions. One is that most university administrative staff are positive about the performance evaluation, which confirms the reliability of the thesis. The other is that performance evaluation of university administrative staff should vary because of the differences in population and college attributes.The highlights of the paper are the application of creative theories and indexes. The paper designs the improved model of BSC and constructs the performance evaluation index system that is adapted to performance evaluation of university administrative staff on the basis of the normative study theory for BSC. It also adapts 38 indexes belonging to 4 categories to evaluate the staff's performance. Part of the indexes are original and enrich and entagritate the existing research.