英信專業(yè)論文翻譯能夠長期占據(jù)論文翻譯市場的重要份額，得益于我們專業(yè)論文翻譯服務，我們的宗旨是做深、做精，打響 “北京論文翻譯品牌”名號，翻譯團隊成員包括：博士研究生、英語專業(yè)八級證書獲得者、翻譯資格證書獲得者，英文期刊編輯，資深技術翻譯，外籍英語編輯等。

專業(yè)論文翻譯分布廣泛，包括了物理、生物、機械、教育、建筑、財經(jīng)、礦業(yè)、心理學、計算機網(wǎng)絡、數(shù)學、土地、法律、體育、股票、電信、進出口、媒體出版、化學、石油、政治、醫(yī)學、鑄造、航海航天、電子工程、電纜、藝術、服裝、汽車、農(nóng)業(yè)等科學技術領域，能夠滿足您多方面的英語翻譯需求.

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.

績效評估是人力資源管理中的一個非常重要的有機組成部分，對圖書館戰(zhàn)略目標的達成也具有重要的作用。

專業(yè)圖書館作為事業(yè)單位的組成部分，一直沿用著“德、能、勤、績”四個方面的個人績效評價指標。2011年3月，國務院自實行事業(yè)績效工資制度后要求對事業(yè)單位改革分類分步進行，事業(yè)單位績效工資改革已經(jīng)到了全面實施階段。事業(yè)單位績效工資改革對科學合理的績效考核體系的建立提出了要求。

本文在綜合了國內(nèi)外的研究成果，并分析了傳統(tǒng)的“德、能、勤、績”個人績效評價指標的局限性之后，對專業(yè)圖書館的績效評價建立了整體、部門、個人三個層面的評價模型。在模型的構建過程中，綜合考慮了平衡計分卡、360度績效考核法、關鍵事件法等方法的適用性，構建了適用類似中國地質(zhì)圖書館的專業(yè)圖書管的部門績效評價指標，并使用層次分析法計算了各個指標權重，進一步地，對每個層面的評價指標及其實施方法也進行了論述。通過將該套指標在中國地質(zhì)圖書館的實際績效評估實踐中的經(jīng)驗總結，最后，本文分析了影響績效評價的因素，以及仍待解決的實際問題。