Rating as a tool for stimulating academic staff in the new reality

RATING AS A TOOL FOR STIMULATING ACADEMIC STAFF IN THE NEW REALITY

• E.V. Mikhalkina, Doctor of sciences in Economics, Professor, Southern Federal University, Rostov-on-Don, Russia, [e-mail]
• A. V. Gozalova, lecturer of the Department of Economics ,Southern Federal University, Rostov-on-Don, Russia, [e-mail]

MINISTRY OF HIGHER EDUCATION AND SCIENCE OF THE RUSSIAN FEDERATION

FEDERAL STATE EDUCATIONAL INSTITUTION OF HIGHER EDUCATION«SOUTHERN FEDERAL UNIVERSITY»

The reported study was funded by RFBR according to the research project № 20-310-90015

The following questions were raised in this research: 

The following questions were raised in this research: 

• What is the basis for defining performance indicators for AS?
• How did the introduction of the rating system for the individual assessment of the AS work affect the results of their activities and the indicators of the organization's development?
• What are the gaps in the existing rating system for the individual assessment of AS work, taking into account the factors of the new reality?
• What are the directions of increasing the efficiency of the rating system for the individual assessment of AS work?

Purpose of the Study.

The main purpose is the analysis of the correspondence of the existing rating system of individual assessment of the work of AS to the challenges of the new reality, as well as the formation on this basis of directions for its improvement in order to increase the efficiency of the implementation of the employee's labor potential.

The ratio of individual indicators of the university's performance in world rankings, %

Correlation of individual types of activity in the rating system for assessing the work of teaching staff in Russian federal universities

Gaps of the existing system of labor motivation for teaching staff in the new reality

The contribution of each model of labor behavior to the implementation of the strategic development goals of universities associated with increasing competitive positions in world rankings

The main criteria of world universities rankings	Models of labor behavior of AS
	Teachers	Learning process managers	Producers of scientific performance	Expert mentors	Entrepreneurs
Global research reputation based on scientometric metrics
International activities (learning and research)
The quality of education. Employment of graduates
Amounts of attracted funding for research activities
Financial stability of the university

CONCLUSION

Each of the proposed models of labor behavior of employees allows the university to solve strategic tasks associated with increasing its competitive positions in world rankings. The proposed system of rating assessment of the work of AS allows to form targeted recommendations for the implementation of stimulating effects, changes in the employee's functionality, thereby increasing the efficiency of regulation of labor relations in the field of higher education in the context of the new realities of their implementation.