Research On The Present Situation, Problems And Countermeasure Of Performance Appraisal Of Civil Servants In Basic Tax Authorities

The performance appraisal of civil servants is an important way to measure the effectiveness of social management in government departments.How to give full play to the role of civil servant performance appraisal,improve administrative efficiency,and promote the construction of service-oriented government is an important issue facing the current basic tax authorities.Since the implementation of performance management by the State Administration of Taxation in the national tax authorities in 2014,how to give full play to the role of civil servant performance appraisal is an important issue facing the current basic tax authorities.To this end,in accordance with the "Civil Service Law" and the relevant provisions of civil servant assessment,combined with the relevant theory of performance appraisal,the A city B District Taxation Bureau conducted a practical exploration.In this process,the performance appraisal has fully exerted its due role on the one hand,which is worthy of recognition.On the other hand,there are some problems in performance appraisal,which are likely to restrict the development of performance appraisal in the future.In view of this,in order to prevent the micro-duration,plan ahead,and benefit from the disadvantages,in order to perform performance appraisal work in the future,the basic tax authorities will play a greater and better role in the relevant exploration,and propose some countermeasures and suggestions,hoping to be the basic tax authorities.Performance appraisal provides relevant experience and reference.This paper mainly uses case study method to analyze the status quo and existing problems of civil servant performance appraisal of Bureau A of District B,and proposes corresponding countermeasures and suggestions for promoting the performance appraisal of civil servants in basic tax authorities.The first chapter introduces the research background and significance of the article,the corresponding research methods and research contents,as well as the research status of domestic and foreign scholars on this topic,the existing innovations and deficiencies.The second chapter mainly introduces the concepts and three basic theories related to the performance appraisal of civil servants.The third chapter introduces the development and effectiveness of the performance appraisal of civil servants in the Taxation Bureau of Area B of A City.It introduces the taxation bureau of Area B from the two aspects of organizational performance appraisal(including taxation organization performance appraisal and organization organization performance appraisal)and performance appraisal.The objectives,contents,procedures,methods and applications of civil servant performance appraisal.After that,the problems and reasons for the performance appraisal of civil servants in the B District Tax Bureau of A City were analyzed.The main problems and reasons are due to the subjective evaluation of the assessment system,the indicators are difficult to fully quantify,because the performance evaluation relies on internal evaluation,the objectivity and fairness need to be strengthened,and because the assessment incentive mechanism is imperfect,the spiritual and material rewards have not yet been organic.In combination,due to the lack of professional performance management talents,the efficiency of performance appraisal is low,and the classification management mechanism of civil servants is imperfect,which weakens the expected effect of assessment.The fourth chapter puts forward the basic strategies for promoting the performance appraisal of civil servants in the basic tax authorities,including improving the evaluation system of civil servants in basic tax authorities,strengthening the evaluation and incentives of civil servants in basic tax authorities,strengthening the application of assessment results,and continuously improving the performance appraisal system based on the PDCA cycle model.basic tax authorities civil service selection and classification management system.According to the experience and lessons of civil servant performance appraisal in the world,it is difficult for civil servant performance appraisal to be absolutely fair,and it can only be as close as possible to absolute fairness.To this end,the civil service performance appraisal department should use advanced theoretical methods to understand the practical actions and promote the fair,just and reasonable development of civil servant performance appraisal.Finally,the paper draws conclusions.