基于AHP的新疆医科类院校辅导员绩效评价研究

摘要

Building scientific counselors performance evaluation indicators system is an important measure to strengthen counselors′vocational,professional,specialized construction.In this study,Analytic Hierar-chy Process (AHP)analysis method was used to analyze counselors performance evaluation indicators,to establish a hierarchical structure model and j udgment matrix,to determine the weights of the indicators, finally to test the consistency of j udgment matrix.Research showed that counselors performance evaluation system in Xinj iang Medical College included the overall target,norm and indicator layers.Among them, the overall target level was counselors performance evaluation;norm layer includes political quality which was a prerequisite,work style and ability which were the basis,work manifestation and performance which were the keys,quality promotion which was the guarantee;indicator layer included 24 specific indi-cators.The results indicated that the norm layers'weight coefficients respectively were 0.046,0.091, 0.136,0.318,0.227,0.182.And total weight coefficients of 24 specific indicators were calculated.Because experts who were consulted are familiar with the student work and personnel management,and have a wealth of practical experience and theoretical analysis ability,and Coordination Rate(CR)of every j udg-ment matrix was less than 0.1,experts′scoring in terms of pair comparison indicators with each other was reasonable,having higher reliability and operability,which can be used for reference in strengthening counselors team building in Xinjiang medical colleges.%构建科学的辅导员绩效评价指标体系是加强辅导员职业化、专业化、专家化建设的重要举措。本研究运用层次分析法（Analytic Hierarchy Process，AHP）分析辅导员绩效评价指标，建立递阶层次结构模型和判断矩阵，确定指标的权重系数，最后对判断矩阵进行一致性检验。新疆医科类院校辅导员绩效评价体系包括总目标层、准则层、指标层。其中，总目标层为辅导员绩效评价；准则层包括政治素质、工作作风、工作能力、工作表现、工作绩效、素质提升6个方面，其中政治素质是前提，工作作风和工作能力是基础，工作表现和工作绩效是重点，素质提升是保障；指标层共包括24项具体指标。准则层的权重系数分别为0．046、0．091、0．136、0．318、0．227、0．182，并计算得出指标层中24项具体指标各自的总权重系数。本研究咨询的专家熟悉学生工作和人事管理工作，具有丰富的实践经验和较强的理论分析能力，并且各判断矩阵的协调率CR均小于0．1，可见专家对各指标进行两两比较的赋值是合理的，具有较高的可信度和可操作性，构建的辅导员绩效评价模型对强化新疆医科类院校辅导员队伍建设具有借鉴作用。