Abstract
Introduction. The problem of the personnel assessment procedure for educational organizations is becoming increasingly relevant along with the growing importance of such factors as competence, efficiency and staff loyalty in the face of constant changes and resource constraints in the industry. The search for new approaches and tools for assessing the activities of workers is determined by the need to formulate individual decisions on the development and motivation of personnel in educational organizations and to intensify the digitalization of all processes. Materials and Methods. The article describes a model for evaluating the performance of senior executives of educational organizations, formulates approaches to the procedure for evaluating the performance of leaders of educational organizations, describes the methodology for creating the model, reveals the main elements of the model, provides a description of the methodology for a comprehensive assessment of the performance of leaders of educational organizations at the municipal level, based on quality indicators performing various aspects of the work of the leader. Results. The article presents the main evaluation blocks of the model of an automated system for evaluating the effectiveness of the activity of the heads of educational institutions in the Nizhny Novgorod, and gives a description of each module. Discussion and Conclusions. According to the results of the model formation, proposals are made on the practical implementation of the model in relation to educational organizations of general, preschool and additional education in the Nizhny Novgorod, recommendations on the development of the system with the aim of forming an information and educational complex that ensures the successful certification of senior officials of educational organizations at the municipal level. Based on the results of the work done, it is concluded that the proposed model can be used for heads of educational organizations of other municipalities. The practical implementation of evaluating the performance of leaders of educational institutions on the basis of the proposed model helps to optimize the assessment process, as well as training and development of executive personnel, ensures the growth of performance indicators of executive personnel, as well as improving the incentive and motivation system for staff as a key factor in managing staff careers.
Highlights
The problem of the personnel assessment procedure for educational organizations is becoming increasingly relevant along with the growing importance of such factors as competence, efficiency and staff loyalty in the face of constant changes and resource constraints in the industry
На всех этапах взаимодействия кадровых служб с персоналом организации и ее потенциальными сотрудниками актуальным является определение наиболее эффективных методов оценки персонала
Эффективное управление персоналом: новая роль HR-менеджера в организации – Human Resource Champions: The Agenda for Adding Value and Delivering Results
Summary
В статье представлены основные оценочные блоки модели автоматизированной системы оценки эффективности деятельности руководителей образовательных учреждений города Нижнего Новгорода, дана характеристика каждого модуля. По результатам формирования модели даны предложения по практической ее реализации применительно к образовательным организациям общего, дошкольного и дополнительного образования города Нижнего Новгорода, даны рекомендации по развитию системы с целью формирования информационнообразовательного комплекса, обеспечивающего успешную аттестацию руководящих работников образовательных организаций на муниципальном уровне. По результатам проведенных работ сделан вывод о возможности использования предложенной модели для руководителей образовательных организаций других муниципалитетов. Практическая реализация оценки эффективности деятельности руководителей образовательных организаций на основе предложенной модели способствует оптимизации процесса оценки, а также обучения и развития руководящего персонала, обеспечивает рост показателей результативности руководящего персонала, а также совершенствование системы. Модель автоматизированной системы оценки эффективности деятельности руководителей образовательных учреждений города Нижнего Новгорода // Вестник Мининского университета.
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