摘　要 当今时代，设计行业作为我国全产业发展的先行行业，对于大力推动国家产业发展进步，提升产业高新技术含量和水平具有举足轻重的作用。对于专业设计院所而言，在经营发展过程中尤其需要不断激发设计人员工作的积极性、主动性和创造性，因此建立健全科学先进的绩效考核体系，势在必行。而TY水利勘测设计院由于绩效考核体系不健全，已经影响和制约了企业的可持续发展。鉴此，本文以 TY水利勘测设计院为研究对象，对如何提高设计人员绩效管理水平进行了深入研究，通过运用调研问卷等研究方法，分析了TY水利勘测设计院原有绩效管理体系存在的问题，找出了产生问题的原因，在此基础上对原有绩效考核体系进行了系统优化，并提出了相关保障措施。主要内容与成果如下： （1）对TY水利勘测设计院进行了介绍，分析了其专业设计人员的特点，描述了其原有绩效考核体系的流程。运用问卷调查法，分析找出了TY水利勘测设计院绩效考核存在的问题，即目的不明确、指标设置欠合理、考核方法不科学、运用结果不恰当等。 （2）基于对原有绩效考核体系的深入分析，提出了系统的优化方案。即提出了绩效考核体系设计的指导思想、基本原则与考核目标，设计了绩效考核机构与考核周期，职能部门考核办法（含指标体系），员工考核办法（含指标体系），绩效考核实施与应用等内容。 （3）提出了确保优化后绩效考核体系得以正常运转的保障措施。即思想与制度上的保障、机构与人员保障、时间与经费保障等。 本研究成果可以为TY水利勘测设计院优化其考核体系提供理论依据和指导，为类似单位优化考核体系提供了参考。

ABSTRACT Nowadays, as the pioneer industry in the development of our whole industry, the design industry plays a decisive role in vigorously promoting the development and progress of our national industry and upgrading the content and level of high-tech industry. For professional design institutes, how to take people-oriented as the core principle, give full play to the strong momentum of human resources, and rapidly enhance the strength of enterprises, has become one of the major issues to be solved urgently. Because of the imperfect performance appraisal system, TY Water Conservancy Survey and Design Institute has affected and restricted the further development of enterprises. In view of this, this paper takes TY Water Conservancy Survey and Design Institute as the research object, makes a thorough study on how to improve the performance management level of designers. By using research methods such as questionnaires, this paper analyses the problems existing in the original performance management system of TY Water Conservancy Survey and Design Institute, finds out the causes of the problems, and on this basis, systematically optimizes the original performance appraisal system. The relevant safeguard measures are put forward. The main contents and achievements are as follows: (1) TY Water Conservancy Survey and Design Institute is introduced, the characteristics of its professional designers are analyzed, and the flow of its original performance appraisal system is described. By using the method of questionnaire survey, the problems of performance appraisal of TY Water Conservancy Survey and Design Institute are found out, such as unclear purpose, unreasonable index setting, unscientific appraisal method and improper application results. (2) Based on the in-depth analysis of the original performance appraisal system, the optimization scheme of the system is put forward. That is to say, it puts forward the guiding ideology, basic principles and objectives of performance appraisal system design, designs performance appraisal institutions and assessment cycle, functional departments assessment methods (including indicator system), staff assessment methods (including indicator system), implementation and application of performance appraisal. (3) Proposed the safeguard measures to ensure the normal operation of the optimized performance appraisal system. That is, ideological and institutional security, institutional and personnel security, time and funding security. The results of this study can provide theoretical basis and guidance for TY Water Conservancy Survey and Design Institute to optimize its assessment system, and provide reference for similar units to optimize the assessment system.