第一部门是公共项目绩效评估理论概述。
The first part introduces the theory of Performance Evaluation in Public Programs.
第四部门是我国公共项目绩效评估发铺路径。
Then this part analyzes the special restricted factors of Performance Evaluation in Public Programs in china.
而公共项目绩效评估方式应用作为公共项目绩效管理的核心内容，在公共项目绩效管理入程中扮演着主要的角色。
The use of public program performance evaluation methods is the core content and plays a key role in public programs performance management.
本部门先剖析了公共项目绩效评估入程中存在的难题，而后针对我国在公共项目绩效评估实际运作流程中的特殊制约屏障入行阐述。
In the third part, the thesis firstly analyzes the common difficulties in practice of Performance Evaluation in Public Programs of all the Countries.
一旦一个项目成为组合的一部分，它应当使用这些标准来评估项目的健康状态和绩效。
Once a project becomes part of the portfolio, these criteria should also be used for assessing the project's health and performance.
项目实施期间，项目受益人将分两次（第二年和第四年）对国家艾滋病事务协调局和该局所聘技术顾问的绩效进行评估。
Performance of NACA assessed by their beneficiaries and of the technical advisors within NACA twice during the project (year 2 and 4).
如何客观地评估项目经理的绩效也就显得越发重要。
How to objectively assess the performance of the project manager will become increasingly important.
此外，还必须完善绩效评估机制、项目管理教育与培训机制、电子政务标准化等配套支持机制。
In addition, it's important to set up the performance evaluation mechanism, project management education and training mechanism, and standardization mechanism for E-government.
最后，结合以往招标公司在项目经理绩效评估中可能出现的问题，提出了相应的应对策略。
At last, the corresponding is put forward, after analysed the possible problem in performance approsial.
论文首先对招标公司项目经理的绩效因素进行了分析，并在此基础上，总结了招标公司项目经理绩效评估指标体系。
First, this paper analysed the effect factor of the bidding company's project manager, and summarized the assessment index system on this foundation.
本讲座会概述美国高校图书馆的绩效评估项目，以及绩效评估度量到策略规划的整合的尝试。
This presentation will provide an overview of assessment programs in U. s. academic libraries, as well as the integration of assessment metrics into strategic planning efforts.
综合津贴、绩效工资以岗位评估为基础进行设计的项目，绩效工资是员工当前业绩的直接回报，因而侧重于对其绩效的评价。
The features of this new salary system lie in:(1) Establishing an outstanding achievement-oriented salary design system, whose an important part is performance wage and block grant.
综合津贴、绩效工资以岗位评估为基础进行设计的项目，绩效工资是员工当前业绩的直接回报，因而侧重于对其绩效的评价。
The features of this new salary system lie in:(1) Establishing an outstanding achievement-oriented salary design system, whose an important part is performance wage and block grant.
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