Study On System Of Civil Servants Performance Evaluation Of TongLing City

Civil servants' performance assessment is a big problem of the world, because work of public sector is brainwork that can't be quantified by real objects, sale amounts or profits.Tongling city is a city which the development of economy ranks middle-upper in China and the degree of industry is high; it has some creation in its system of performance evaluation for servant, but it also exists many problems during its running, such as the specification of position is a poor apology, the standard of evaluation is over general, the method of evaluation is inclined to be prescriptive, the procedure of evaluation is in formalization, the evaluation is dummy at other times, the result of evaluation uses improperly, the responsibility of evaluation is hard to practical and so on. Due to the administrative ecology ranks behind, the improvement and the function of performance merit system is restricted by caste system, virtuous role, emphasizing harmonious relationship, over-thick humanization, central authority and limited market economy. In order to improve performance evaluation of Tongling servant, the following steps should be taken: 1. to improve deviating psychology of merit part, avoiding primacy effect, recency effect, halo effect, projection effect, same species effect, regression effect, appeal to authority and leniency effect of merit part during merit procedure; 2. to deepen the inform of career position classification, and follow the related regulation of "he law of servant" about career position classification of servant, to explore positively the detailed managed system of servant classification which fit for Tongling city, to improve further career specification; 3. to design evaluation index scientifically, making the morality, ability, diligent, merit and incorruptness classified; 4. to strong merit system at other times, building a good foundation to the end of one year evaluation; 5. to use the evaluation results properly, making the performance evaluation results combined with the falling of career position of servant, to improve servant's system of rewards and penalties according to performance evaluation, at the same tine, the performance feedback should be got in time. 6. to build the responsibility system of evaluation, making the supervisor to performance evaluation of servant can be followed; 7. to improve administrative ecology environment of performance evaluation of Tongling servant, changing the patriarchal culture to democracy culture, virtuous culture to legal culture, middle administrative culture to effective administratively culture, meanwhile, to build the merit system.