专业论文翻译，精准的英译中

英信专业论文翻译能够长期占据论文翻译市场的重要份额，得益于我们专业论文翻译服务，我们的宗旨是做深、做精，打响 “北京论文翻译品牌”名号，翻译团队成员包括：博士研究生、英语专业八级证书获得者、翻译资格证书获得者，英文期刊编辑，资深技术翻译，外籍英语编辑等。

专业论文翻译分布广泛，包括了物理、生物、机械、教育、建筑、财经、矿业、心理学、计算机网络、数学、土地、法律、体育、股票、电信、进出口、媒体出版、化学、石油、政治、医学、铸造、航海航天、电子工程、电缆、艺术、服装、汽车、农业等科学技术领域，能够满足您多方面的英语翻译需求.

The professional library is a part of public institutions. It has followed the individual performance evaluation index of “morality, ability, diligence and performance”. In March 2011, the State Council asked to reform public institutions step by step after implementing performance pay system. The reform of performance pay of public institutions has entered an all-sided implementation phase. The reform of performance pay of public institutions put forward the demand for the establishment of scientific and reasonable performance appraisal system.

Based on the comprehensive domestic and foreign research results, the paper built performance evaluation model for the professional library in terms of the overall performance, department and individual performance after analyzing the limitations of traditional individual performance evaluation index of “morality, ability, diligence and performance”. In the model building process, we comprehensively considered the applicability of the method of the balanced score card, 360-degree performance appraisal method and the critical incident method, built the performance evaluation index for professional libraries similar to China Geological Library, used the analytic hierarchy process to calculate the weight of each index, and discussed the evaluation criteria and implementation methods at each level. After summarizing experience of the index applied into the actual performance evaluation of the China Geological Library, the paper analyzed the factors affecting the performance evaluation, as well as the practical issues to be resolved.

绩效评估是人力资源管理中的一个非常重要的有机组成部分，对图书馆战略目标的达成也具有重要的作用。

专业图书馆作为事业单位的组成部分，一直沿用着“德、能、勤、绩”四个方面的个人绩效评价指标。2011年3月，国务院自实行事业绩效工资制度后要求对事业单位改革分类分步进行，事业单位绩效工资改革已经到了全面实施阶段。事业单位绩效工资改革对科学合理的绩效考核体系的建立提出了要求。

本文在综合了国内外的研究成果，并分析了传统的“德、能、勤、绩”个人绩效评价指标的局限性之后，对专业图书馆的绩效评价建立了整体、部门、个人三个层面的评价模型。在模型的构建过程中，综合考虑了平衡计分卡、360度绩效考核法、关键事件法等方法的适用性，构建了适用类似中国地质图书馆的专业图书管的部门绩效评价指标，并使用层次分析法计算了各个指标权重，进一步地，对每个层面的评价指标及其实施方法也进行了论述。通过将该套指标在中国地质图书馆的实际绩效评估实践中的经验总结，最后，本文分析了影响绩效评价的因素，以及仍待解决的实际问题。