A Case Of The Office Of JS Bureau

The performance appraisal of civil servants is a critical part of personnel system, which provides input into such important decisions as promotion, transfer, training, and terminations. Performance appraisals also fulfill the purpose of providing feedback to civil servants on how the organization views their performance. Furthermore, performance appraisals are used as the basis for reward allocations. Decision as to who gets merit pay increases and other rewards are frequently determined by performance appraisals. Though existing performance appraisals of civil servants are based on their moral, abilities, diligentness, and contributions, as a result of methods used, the appraisal outcomes would be subjective, at will, and vague, which may bring on a series of negative influence. In this thesis, the author points out the problems of the present performance appraisals method and states the difficulties the appraisers are faced with by making an analysis of a typical case of the office of JS Bureau. Finally, the author tries to apply the fuzzy comprehensive assessment techniques to the evaluation of civil servants in order to achieve the purpose of evaluating the performance of civil servants more objectively, more justly and effectively.