An OKR-based Study On Optimizing The Performance Appraisal System For University Administrative Staff

As the reform of the internal personnel system deepens in Chinese universities,the performance appraisal system for administrative staff based on the five aspects of virtue,ability,diligence,performance and honesty fails to meet the requirements of modern higher education administration.However,we still lack in-depth research on the problems of the performance appraisal system for university administrative staff and on related improvement measures in China,which hinders the appraisal practice and cannot reflect the uniqueness and complexity of the university administrative staff and their work.Thus,it is of great urgency to further analyze the problems of current appraisal practice and explore some effective measures.For this end,this thesis,based on adequate literature review and institutional practice,in combination of questionnaire and interview methodologies,collected the data of the administrative staff in three universities in Zhejiang Province to fully analyze the problems of the current appraisal practice for administrative staff and propose the measures to optimize the appraisal system by incorporating performance appraisal,performance management theory and OKR performance management and assessment methods,so as to ultimately construct a more systematic,professional assessment system for administrative staff.The present study identified the following problems of the current performanceappraisal for university administrative staff in Zhejiang Province:(1)little knowledge of the performance appraisal policies;(2)no clear appraisal objectives;(3)low quantitative degree of the appraisal indicators(4)insufficient innovation in appraisal methods,(5)not enough communications in the appraisal process,(6)simple use of the appraisal results,(7)lack the awareness of team performance appraisal.The most prominent problem lies in the unclear appraisal objectives and the unreasonable design of the performance appraisal indicators system.These are the difficult points of performance appraisal and the problems that the administrators are most concerned about.To solve these problems,the measures proposed by the study mainly consist of,with an effective incentive mechanism and based on the OKR performance management and assessment method,starting from the general design of performance appraisal,the optimization of the performance appraisal indicator system and the process of formulating the appraisal system,the establishment of a set of scientific and systemic performance appraisal system suitable for university administrative staff,and the promotion and application of the system in Zhejiang Province.The present study can facilitate the construction of the performance appraisal system of university administrative staff in Zhejiang Province,improve the performance management level and the professional quality of the administrative staff,and enhance the building of university administrative team,which will eventually realize the modern management of universities.