Discussing the performance appraisal of scientific researchers
1) Quantitative setting of performance appraisal indicators.
In order to achieve fair performance appraisal for scientific researchers, unified score settings are set for the performance appraisal content and evaluation coefficients of scientific researchers. In the assessment content, scientific research projects and temporary tasks are classified into levels, categories, project types, participating roles, etc., and the obtained results, patents, standards, award-winning papers, monographs, etc. are classified into levels, categories, participating roles, etc. , set the ability index level of work ability and the execution level of work attitude; set the assessment coefficient for the quarterly assessment of scientific research projects and temporary tasks, and set the assessment coefficient for the project leader assessment and evaluation of project team members. Set the assessment coefficient. All assessment contents and assessment evaluation coefficients are set in the assessment management system in the form of basic parameters of the system. These parameters can be changed and set as the assessment requirements change to meet new assessment requirements.
2) Performance appraisal methods for scientific researchers.
There are two methods of performance appraisal for scientific researchers. One is to evaluate the performance of scientific researchers through the evaluation of their participation and ongoing work. This is mainly for scientific research projects and temporary tasks in which scientific researchers participate. The assessment of scientific research projects in which scientific researchers participate is based on process assessment. Since the implementation time span of scientific research projects is generally long, there are several stage assessments and evaluations during the implementation of scientific research projects. The process assessment of scientific researchers participating in the project also needs to be carried out accordingly. Several stages of assessment and evaluation; in the process assessment of scientific research personnel participating in scientific research projects, not only the project review team is required to evaluate the scientific research project, but also the project leader is required to evaluate the scientific researchers in the research group, and then the performance of the scientific researchers is In the assessment management system, various assessment evaluations are converted into corresponding assessment coefficients, and then the performance assessment evaluation of scientific researchers participating in scientific research projects is calculated through the calculation formula set in the system. The system performs weighted calculations on the assessment scores at each stage. It is concluded that the performance appraisal evaluation of scientific research personnel participating in the project is obtained; the assessment of scientific research personnel participating in temporary tasks is similar to the assessment of participating in scientific research projects, except that the temporary implementation time span is generally shorter, and only one process assessment like the scientific research project can be achieved. Scientific researchers participate in performance appraisal of temporary tasks. The second is to collect the work achievements and daily work performance of scientific researchers and enter them into the assessment system to implement the performance evaluation of scientific researchers. The collection content in this part is mainly the achievements, patents and award-winning papers obtained by scientific researchers. The assessment of daily performance of work ability and work attitude is conducted on a quarterly basis. The collected data is converted into the corresponding assessment coefficient in the scientific researcher performance assessment management system, and then calculated through the calculation formula set in the assessment system. Scientific researchers participate in the performance appraisal and evaluation of this part.
3.3 The application effect of the performance appraisal management system for scientific researchers.
Through the information management system, the overall work and performance files of scientific researchers have been established, which more systematically, objectively and fairly reflect and record the work of scientific researchers each year, as well as their ability development, training improvement, etc. , it is easy for leaders to understand each person's situation and grasp the overall situation of the unit. It has overcome the previous situation of scattered records on the work of scientific researchers. Through the information management system, you can check the annual work tasks, ability improvement, work results and work quality evaluation of each technical staff. It further promotes grassroots management work, supervises and standardizes the planning and arrangement of work tasks, staffing, inspection and assessment, and reduces the blindness of management work.
Through the information management system, scientific researchers can find the gaps in their work in a short period of time, take effective measures to improve the quality of work, participate in targeted training and learn relevant knowledge, and improve Work skills, avoid simple assessment. In the past, it was difficult to see the shortcomings in the assessment, and it was even harder to see the shortcomings during the work. Now through the information management system, each technician can check his or her work status and assessment status through the online system at any time, so as to continuously correct and improve. .
4 Conclusion.
In summary, the scientific researcher performance appraisal system has improved the performance appraisal management of enterprise departments to a certain extent, further standardized department job standards and assessment methods, and achieved the management goals of enterprise departments.
However, there are still areas for improvement in actual operations, and aspects such as the reasonable setting of performance appraisal indicators and the optimization of appraisal methods need to be continuously improved in future practice. Therefore, it is crucial to continue to look for new methods of performance appraisal to optimize the performance appraisal of corporate departments.
Paying attention to the recognition and cohesion of scientific researchers, paying attention to the improvement of the comprehensive quality of scientific researchers, and stimulating the enthusiasm of scientific researchers for innovation are not only related to the smooth development and innovation of scientific research work in enterprises, but also to the sustainable development of enterprises. As the cornerstone, it can enable enterprises to maintain a certain level of competitiveness at the level of scientific research and promote the healthy implementation of the company's overall strategy.
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