基于OKR的实验技术人员绩效评价探索与实践
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摘要
基于OKR方法,构建并实施了实验技术人员的绩效评价体系。以实验中心建设目标为导向,结合学校考核指标,制定了实验中心的团体OKR。在此基础上,设计了与实验中心高度一致的个人OKR,强调个人能力的充分发挥,制定了持续监督评价机制,设计了配套的工作当量计算办法和成果激励办法,保证了评价公平性和持续不断的内驱力。经过近5年的实践,成果显著,有效提升了实验技术人员的业务水平和创新能力。
Based on the OKR(objectives and key results)method,the performance evahation system of experimental technicians isconstructed and implemented.Guided by the construction goal of the experimental center and combined with the university assessment indicators,the group OKR of the experimental center is worked out.On this basis,the personal OKR which is highly consistent with the experimental center is designed,which emphasizes the full development of personal ability.The continuous monitoring and evaluation mechanisms,and the matching workequivalent have been established calculation method and achievement incentive method are designed to ensure the fairness of evaluation and the continuous internal drive.The matching work equivalent calculation method and result incentive method are designed to ensure the fairness of evaluation and continuous internal driving.After nearly five years of practice,the results are remarkable,and the professional level and innovative ability of experimental technicians have been effectively improved.
Based on the OKR(objectives and key results)method,the performance evahation system of experimental technicians isconstructed and implemented.Guided by the construction goal of the experimental center and combined with the university assessment indicators,the group OKR of the experimental center is worked out.On this basis,the personal OKR which is highly consistent with the experimental center is designed,which emphasizes the full development of personal ability.The continuous monitoring and evaluation mechanisms,and the matching workequivalent have been established calculation method and achievement incentive method are designed to ensure the fairness of evaluation and the continuous internal drive.The matching work equivalent calculation method and result incentive method are designed to ensure the fairness of evaluation and continuous internal driving.After nearly five years of practice,the results are remarkable,and the professional level and innovative ability of experimental technicians have been effectively improved.
引文
[1]国家中长期教育改革和发展规划纲要工作小组办公室.国家中长期教育改革和发展规划纲要(2010-2020年)[EB/OL].[2010-07-10].https://baike.so.com/doc/5384635-5621050.html.
[2]王成强.基于KPI的高校实验技术人员绩效考核体系设计[J].实验技术与管理,2009,26(10):162-164.
[3]黄自知,王文磊,文瑞芝,等.农林院校基础化学实验技术人员绩效考核体系[J].实验技术与管理,2018,35(3):239-243.
[4]周玉宇,饶星,徐石海.基于360度考核模型的高校实验技术队伍绩效评价[J].实验技术与管理,2014,31(7):219-222.
[5]胡梅.360°绩效考核法在应用型财经类院校实验教师绩效考核中应用[J].实验室研究与探索,2016,35(9):281-284.
[6]杨风开,程素霞.实验教学中心人员绩效考核的AHP量化方法[J].实验技术与管理,2018,35(5):229-232.
[7]况阳.OKR:源于英特尔和谷歌的目标管理利器[M].北京:机械工业出版社,2017.
[8]杨林杰,张馨月.打造中国特色的OKR[J].通信企业管理,2015(7):33-35.
[9]孙雅姝,孙娜琳.浅谈8D和5Why解决方式[J].产业与科技论坛,2012,11(9):68.
[10]朱莉,杨祖幸,赖春霞.发挥职称评聘的导向作用建设一流的实验技术队伍[J].实验技术与管理,2018,35(3):237-238,260.
[11]罗莉,陈省平,吴珏珩,等.实验技术队伍激励中的“需求”与“公平”[J].实验技术与管理,2013,30(3):193-195.
[12]赵艳娥,张家栋,许安国,等.高校实验技术队伍建设的激励措施探讨[J].实验技术与管理,2014,31(9):235-237.
[2]王成强.基于KPI的高校实验技术人员绩效考核体系设计[J].实验技术与管理,2009,26(10):162-164.
[3]黄自知,王文磊,文瑞芝,等.农林院校基础化学实验技术人员绩效考核体系[J].实验技术与管理,2018,35(3):239-243.
[4]周玉宇,饶星,徐石海.基于360度考核模型的高校实验技术队伍绩效评价[J].实验技术与管理,2014,31(7):219-222.
[5]胡梅.360°绩效考核法在应用型财经类院校实验教师绩效考核中应用[J].实验室研究与探索,2016,35(9):281-284.
[6]杨风开,程素霞.实验教学中心人员绩效考核的AHP量化方法[J].实验技术与管理,2018,35(5):229-232.
[7]况阳.OKR:源于英特尔和谷歌的目标管理利器[M].北京:机械工业出版社,2017.
[8]杨林杰,张馨月.打造中国特色的OKR[J].通信企业管理,2015(7):33-35.
[9]孙雅姝,孙娜琳.浅谈8D和5Why解决方式[J].产业与科技论坛,2012,11(9):68.
[10]朱莉,杨祖幸,赖春霞.发挥职称评聘的导向作用建设一流的实验技术队伍[J].实验技术与管理,2018,35(3):237-238,260.
[11]罗莉,陈省平,吴珏珩,等.实验技术队伍激励中的“需求”与“公平”[J].实验技术与管理,2013,30(3):193-195.
[12]赵艳娥,张家栋,许安国,等.高校实验技术队伍建设的激励措施探讨[J].实验技术与管理,2014,31(9):235-237.