Study On Evaluation System Of Civil Service Of Shanghai

The Evaluation System of Civil Service, an indispensable component of the Civil Service System, examines objectively and thoroughly the civil servant's moral capability, political integrity and actual work achievements, offering an objective yardstick for awards and punishments, training, as well as adjustment of positions and salary. Evaluating a civil servant is the foundation which drives the governmental authorities to manage civil servants in accordance with laws and regulations, to distinguish and promote talented people, and, more importantly, to trigger the initiative and enthusiasm of the civil servant. In this way it is able to upgrade the overall level of the civil servant's team, and accordingly enhance the government administration efficiency.Since the Civil Service System was first introduced in our country in 1993, the Evaluation System of Civil Service, which has undergone more than 10 years' baptism, has been gradually developed into an important incentive mechanism of the Civil Service System with a non-replaceable position. However, as Rome is not built in one day, at present, the Evaluation System of Civil Service still has some unsatisfactory drawbacks and challenging problems which make it turn to be a mere formality along with distorted results and unfair judgments. All these phenomena have largely reduced the authoritative effect and prevented the whole system from providing full play to the inspiring role. It is, therefore, evident that to perfect the Evaluation System of Civil Service is not only supposed to be given the very priority, but also embracing deep researching and realistic meaning. It is furthermore an objective requirement for improving the public administration level and service capability in government sectors, a realistic requirement for strengthening the construction of civil servant's team, as well as an inevitable requirement for perfecting the Civil Service System. Because of this, this article will set out from the practice in Shanghai with case studies, and then propose several solutions to improve the Evaluation System of Civil Service of our country.This article adopts research approaches of document analysis, investigation, statistics, action research, case study, etc., based on a large number of data and charts. It is divided into five parts. The exordium introduces the reason and meaning of selecting this topic, the theoretical foundation, main research approaches and framework of thearticle. In second part it generally gives an introductory description of the Evaluation System of Civil Service of our country — probe into the meaning, feature, and function of this Evaluation System; introduce the setting-up, evolution and basic frame. In the third part it describes the current development of evaluation system in Shanghai including the problems and causes. The fourth part is case studies, which are dealt with the Evaluation Systems of Civil Service in Shanghai Bureau of Finance and Taxation and Jinshan District respectively. The fifth part puts forward countermeasures on the basis of above-mentioned analysis to improve the Evaluation System of Civil Service by introducing the Balanced Scorecard into the whole system, perfecting its main body and the supervision system, establishing legal system and structuring supplementary measures such as position classification and post manual, network platform of the Evaluation System of Civil Service, etc..