A Study On Innovation Of Performance Evaluation Of Civil Servants

In China, civil servants account for the majority of national human resources, and the performance evaluation of civil servants has been a key and thorny issue for human resource department; furthermore, the specialization determined by civil servants'identities has raised more difficult questions in evaluating their performance in a precise and consistent fashion. This research argues to improve the performance evaluation system and make it fairer and more equitable, we should be guided by scientific evaluation techniques and methods, meanwhile, take account of the real situation of those civil servants. Only by this, can we subsequently reach scientific and realistic evaluation results.This research focuses on the performance evaluation systems of civil servants. With reference to the rich experience and approaches of performance administration in western countries, and based on the real situation in China, the researcher has applied Derfiel Expert Consultation, Analytic Hierarchy Process and Fuzzy Mathematics to establish a comprehensive and scientific performance evaluation mechanism. This brand new exploration has also taken into account the key points in the newly-released'Civil Servant Law of the People's Republic of China'. In the following part of the research, the new performance evaluation mechanism has been examined in practice.The structure of the research is as follows:Firstly, the main players of the performance evaluation systems have been classified and given relevant priorities;Secondly, it is stated that the performance evaluation should be extended to 5 ranks:Excellent, Good, Competent, Eligible and incompetent.The researcher has established the index and priorities of performance evaluation system based on Analytic Hierarchy Process.Furthermore, the researcher has evaluated civil servants'performance comprehensively using Fuzzy Mathematics Comprehensive Judgement.In summary, this study is aimed to, on the one hand, enhance the fairness and objectivity of the evaluation system, and complement the performance evaluation system currently adopted by administrative department; on the other hand, reduce the inaccuracy of traditional qualitative evaluation system. It is believed the new mechanism will facilitate the constant development of the performance evaluation of civil servants in China and make it fairer, more scientific and equitable.