JunlinPan,NorthernIllinoisUniversity,U.S.GuoqingLi,The

1、美国北伊利诺尔大学图书馆美国北伊利诺尔大学图书馆 美国俄亥俄州立大学图书馆美国俄亥俄州立大学图书馆潘俊林潘俊林 李国李国庆庆What Can We Learn from Performance Assessment?The System and Practice in an Academic Library绩效评估得失谈绩效评估得失谈 以美国某大学为例以美国某大学为例2lOne existing PA system of a university library is presented. 以某大学图书馆为例，结合文献。lDescriptive analyses of two specific

2、 system-inherent problems, respectively: weighting scheme of the evaluated criteria and disqualification of the immediate supervisor as rater, are conducted. 分析两大问题：量化失衡与主管缺席lThe purpose of PA is addressed with reference to PA and pay linkage. 与工资报酬挂钩lCircular supervision as an effective element to

3、ultimately eliminate individual errors in an administration is discussed. 权力制衡3lIn this study, PA (performance assessment) is used to refer to the system and practice of work performance evaluations.绩效评估亦称考评、考绩等，指的是考察评估工作成效的机制lThe PA system is the specified mechanism that is used to guide and regula

4、te the process of performance evaluation. lThe PA practice is concerned with how PA is actually implemented and carried out in an organization. lIn the citation of literature, such terms as appraisal, evaluation, and review are used interchangeably with assessment.4Positive function 积极作用lAdministrat

5、ive (to assist in determining promotions, transfers and merit compensation) 管理作用lInformative (to provide data on job performance as well as strengths and weaknesses) 资料作用lMotivational (to create learning experiences that motivate development) 激励作用5Negative reviews: 消极作用lManipulative, abusive, autocr

6、atic, and counterproductive 人为操纵、滥用、独断专行，产生相反效果lNourishes fear, encourages short-term thinking, stifles teamwork, and is no better than lotteries 制造畏惧心里、短期计划、不利团队协作6Figure 1. The Dual-Track Evaluation System 双轨制Administration行政部门Faculty馆员Dean馆长Library Council图书馆理事会AD for PS & AD for CTS副馆长ETPS C

7、ommittee馆员评估、升等委员会7Figure 2. Weighting of Categories 评估量化分类Category 1Librarianship本职工作60%Category 2Scholarly Activities学术活动10-30%Category 3Service服务10-30%8Figure 3. Descriptors and Numerical Equivalents 评分RatingsDescriptors5Outstanding 优异4Highly Satisfactory 杰出3Satisfactory 及格2Satisfactory Minimally

8、 勉强及格1Unsatisfactory 不及格9Figure 4. The ETPS-AD Ratings 评分方法Evaluated CategoriesETPS*50%AD50Final RatingCategory 1 (60%)4,5,5,4,4,5,5=555Category 2 (20%)4,4,4,3,3,4,4=444Category 3 (20%)3,3,4,4,4,4,3=44410lWeighting scheme of the evaluated criteria 评分设计的缺陷：工作表现统治一切Figure 5: Rating Results from the CL

9、 PA SystemCategories and WeightingsComposite Rating12360%10%20%30%10%20%30%5555544553455435455411lDisqualification of the immediate supervisor as rater 主管缺席 Figure 8: The Evaluatee and the VoterEvaluateeVoteAssociate DeanDeanETPSDepartment HeadAssociate DeanETPSLibrarianAssociate DeanETPS12lDo we as

10、sess to evaluate performance, or do we assess to put people on a manipulated performance curve, and single out a small group of prospective merit money recipients? 只为加工资lThe beliefs of the top level of administration in the purpose of PA are a determining factor for the success or failure of the PA

11、process. 决定于行政主管13lThe PA ratings (regardless of their validity level) are not the only factors that contribute to the pay decision. 绩效评估不是决定工资调整的唯一因素lA flawed administrative structurelack of circular supervision. 无权力制衡14The PA system and practice of CL are flawed by the The PA system and practice o

12、f CL are flawed by the following:following:lThe weighting scheme of the evaluated categories is so allocated that the least measurable category has the overriding power. 评分设计使得最无法量化的一项占统治地位lThe most qualified evaluator (the direct supervisor) is deprived of the numeric rating vote. 最有资格做评估的人无权参与lThe

13、 end ratings from the PA lead to unfair merit compensation decisions and salary inequity. 评估结果导致不公正的报酬奖励lThe system lacks a circular supervision mechanism to eliminate undefeatable power in the administration.缺乏权力制衡导致行政主管的绝对权力15In theory, a sound PA system can effectively help to create a healthy work environment, establish nice interpersonal relationships, encourage active work attitude, and promote productivity. However, poorly designed systems impose quite negative impacts on us. How to establish and continuingly improve a performance assessment system