【摘要】 为改变高校教师"干与不干、干多干少、干好干坏一个样",这种人才利用处于死水一潭的局面,重庆医科大学经过10余年的探索与实践,绩效考核制度从无到有,从粗放到精细,从模块分割到转化互通,基本形成了充满活力的"以岗定薪、多劳多得、绩效优先、优劳优酬"的绩效评价机制,激发了教师队伍活力,推动了学校各项事业的健康发展。更多还原

【Abstract】 In order to change the poor performance of college human resource utilization,Chongqing Medical University,after 10 years of exploration and practice,established and improved a performance appraisal system,which was characterized by fine,quantify and inclusive. The performance appraisal system fixed a teacher’s salary by his post,pay teacher more who did more and better. As a result,it greatly stimulated the vitality of teachers and promoted the healthy development of various undertakings in the school.更多还原