摘要
在我国，长期以来由于特殊的社会原因，高校对教师进行绩效考核的时间较晚，尤其是对实验技术人员的考核更是缺乏完善的体系。采用提取KPI（关键绩效指标）的方法设计出考核高校实验技术人员的各级指标，并运用层次分析法对其权重进行了合理分配，使考核体系具有一定的现实意义。
Due to the special social reason in China, the performance appraisal for teachers, especially for experiment technicians, has not been taken into the system, which is not perfect for a long time. The article adopts the key performance indicators （KPI） and designs the performance appraisal system for experiment technicians. The weight of indicator is reasonably assigned by analytic hierarchy process. This makes the performance appraisal system possess the practical significance.
出处
《实验技术与管理》
CAS
北大核心
2009年第10期162-164,共3页
Experimental Technology and Management
关键词
实验人员
绩效考核
关键绩效指标(KPI)
层次分析法
experiment technician
performance appraisal
key performance indicator（KPD
analytic hierarchy process
