The Main Issues And Suggestions In The Performance Appraisal Of Municipal Civil Servants

With the constant deeping development of China's administrative reforms, the exploration on performance management of civil servants was highly increasing. However, nowadays there are various problems and difficulties in the practice of China's civil servants performance management and we need to make some strategic thinking of how to improving it from the perspective of theory and practice.The article is began with the basic theory of performance appraisal and introduces some basic concepts. It is deeply study, which involves the intension, features and components of performance appraisal, so that solid theoretical support is provided to application research.In this paper, taking the specific circumstances of A Bureau of Statistics as an example, for the present performance appraisal status of the civil service of the Bureau, first introduced the origin and development of performance appraisal of A Bureau, and then introduced the objectives and procedures of performance appraisal of A Bureau. According to performance appraisal,A Bureau hopes to achieve the following objectives of the civil service:First, identify the role; second, encourage the civil service of advanced, spur the lagging behind, and enhance sense of the work responsibility of civil servants; third, supervisory role; fourth, provide the basis for training, rewards and punishments and promotion of civil servants of A Bureau, and so that these efforts to be fair, reasonable and science; fifth, improve management efficiency. Currently, the procedures of evaluation work of A Bureau:first, the individual preparing annual work summary; second, assessment report on his work; Third, democratic evaluation; Fourth, determine the proportion of good and other times; Fifth, fill out the assessment of registration form; Sixth, publish the results of annual evaluation; seventh, feedback the comments of assessment. The reliability and validity of performance evaluation was investigated, and analysed the reason why the reliability and validity of is not high in the performance appraisal of A Bureau. Those two angles of the test and the tested was used to analyse the reliability of performance appraisal. From the perspective of test, that's cognitive ability, the degree of consistency between the test and the tested about understanding the concept of performance and attitudes towards work; from the perspective of those who are tested, that's the performance of the test and human relation of the tested; these reasons have led to lower the reliability of performance. Similarly, the validity of performance appraisal of A Bureau was analysed from the aspects of the tesed and the organizations environment. From the perspective of those who are tested, that's the expectations and working attitude of the tested; from the perspective of organizational environment, that's diverse members of the organization and transparency of the organizational system; these reasons also led to low validity of performance test. Responses of the tesed were analyzed after analyzing the reliability and validity of the performance appraisal of A Bureau, because of lacking of survival of the fittest of the pressure mechanism, they entered the civil service into a "safe", "comfort zone". At last most civil servants are neither promoted nor dismissed in the way, lacking of power and pressure on the pursuit of performance. Performance appraisal is indifferent for staff, and they take negative and perfunctory attitude to performance appraisal. the problems of performance appraisal were analyzed from three aspects, the main problems From the preparation part are:the purpose and positioning of performance appraisal is not clear, lacking of performance-oriented culture and thinking and understanding of participants is shorting. the problems of process are:the main body performance appraisal is single, incentive effects are not obvious and indicators of appraisal are too coarsening. the problems from the results part are:lack of the necessary mechanisms of communication and feedback and performance results can not be used reasonably. the underlying reasons which cause problems of A Bureau as follows:First, the impact of the traditional cultural environment and the personnel system; Second, the impact of administrative and institutional barriers to environmental; Third, the system and the law of performance appraisal is not perfect; Fourth, the performance appraisal itself is difficult; fifth, the reasons of itself in the Performance Assessment of A Bureau. Those reasons have caused the problem in the process of performance appraisal. Finally, to improve performance evaluation of A Bureau, countermeasures and suggestions were put forward:first, establishing a comprehensive science mechanism of performance evaluation; second, improve the provisions related to performance evaluation; third, perfect complaints mechanism of Civil Servant. So the performance index system of Civil Service of A Bureau was reshaped.