Performance Appraisal Of Commission Staff For Inspecting Discipline: A Case Study Of Jimo

It apparently appears that one of the most important modes of setting up an effective government is to establish a complete performance appraisal system to be implemented over the civil servants. In fact, it is of great importance to strengthen and complete the performance appraisal for building a highly efficient meanwhile honest and clean government, enhancing the construction of civil servant contingent and improving the ability of coping with the new challenges arisen from the change of circumstance and mission. Fortunately our country has gone somewhere in this respect, for example, Civil Servant Law has been made and began to be implemented on January 1st, 2006, which provides that the fundamental criterion for appraising civil servants is they must combine ability with political integrity. Any civil servant will be appraised from such five aspects as moral integrity, intellectual ability, industriousness, performance and incorruptibility, with the emphasis laid upon performance. However, there are still a lot of deficiencies and loopholes in the present appraisal system, particularly in these respects: indicator construction, criterion design and approach selection, etc. These weaknesses highlight the urgency as well as significance of making researches into establishing a scientific and standard system for appraising the civil servant's performance.Taking Jimo Commission for Inspecting Discipline (JCFID hereinafter) as a study case, this thesis first made a brief summary of current research work on performance appraisal and of the relevant theories both at home and abroad, a deep analysis by survey and study of the background, present situation and existing main problems of JCFID regarding performance appraisal over its staff, and a comparative analysis between home and abroad in this regard, the outcome of which shows clearly there is still much to be done for JCFID in appraisal subject's full ideological awareness, scientific arrangement of appraisal indicators, alteration and diversification of appraisal method and good connection in the course of appraisal. Then in view of the theories related to performance appraisal, it established a performance appraisal indicator system for appraising the staff of JCFID by applying a series of approaches, such as　factor analysis, expert consultation, post direction consultation and analytic hierarchy process (AHP), and constructed an appraisal model by combining fuzzy AHP and 360-degree feedback performance appraisal, and so on. At last it proposed several supporting measures to guarantee the successful running of performance appraisal program. This research will add up to scientification and standardization of our country's performance appraisal over the commission staff for inspecting discipline at the grass-roots level.