动力还是重担：绩效管理在美国大学中的实践与反思———以耶鲁大学为例

Reflections on the Practice of Performance Management at American Universities： The Case of Yale University

绩效管理在美国大学（包括研究型大学）中并非是一个新生事物，而是有着较长的发展历程。美国大学之所以推崇新公共管理倡导的绩效观，主要源于绩效管理可以提高效益、生产率、责任和公共服务的透明度，引导教师职业发展与学校战略目标相向而行。耶鲁大学的绩效管理实践展现了一个较为完整的绩效管理过程，从中可以探究出美国大学成功运用绩效管理的“密码”。美国大学采用的是一种柔性、宽松、适度的绩效管理机制，强调绩效评价和教师个人职业发展并重；而我国大学选用的却是一种量化、刚性、严格的绩效管理制度，轻视乃至忽视了对教师个人职业发展诉求的关切。美国大学绩效管理的具体实践为改进和完善我国大学的绩效管理提供了蓝本。

Performance management has been developed at American universities for a long time. The reason why American universities advocate the performance perspective of new public management is that performance management can improve efficiency， productivity， accountability and transparency of public services， guiding the professional development of faculty in line with university's strategic goals. The performance management of Yale University shows us an integrated process， from which we can find out the magic code behind the success of American universities. American universities adopt a flexible and liberal mechanism in performance management， focusing on both performance evaluation and staff development. On the contrary， Chinese universities employ a quantitative， rigid and rigorous evaluation mechanism， which ignores faculty's demand for career development. Practices of American universities may provide references for China to improve performance management in higher education.