Research On The System Of Energy-rank Management Of Tax Department

As an important administrative organization, Tax authorities have the duty to Organize inland revenue. With the establishment development of socialist market economic system, the tax plays a more and more important role in the national economy. Especially entering the 21 century, when globalization, economic and informationization sweeping through the world, the traditional world faces great challenges. We must be soberly aware that to tax authorities, it means not only opportunities but also a very grim reality:any organization will be faced with the need for reform and change that will happen at any time, and must respond quickly and effectively to these needs.Specifically, this change presents as follows:the situation of diversification economic means that the requests to management of tax authorities is increasing,that the act forms of tax authorities needs reforming and consummating,and that the staff of tax authorities have to study furter in order to upgrade their work quality and efficiency. but the problem existing in present status of staff resources and incentive systems has become a bottleneck to the development of these remands.In recent years, under the principle——"talent first",some tax departments of our country reform the personnel system boldly and try to practise the institution of energy-rank management in their own systems;as a result,it takes the initial shape that"rank contacts to talents, duties contact to position,rank matches with position and reward contacts to scores".becanse of the system of energy-rank management, the enthusiasm, initiative and creativity of the cadres are greatly improved and also promotes the development of the tax.But also there are some problems:because the systematic theory is lack, the performance evaluation means is backward, assessment methods is unscientific, the design of assessment target is unreasonable, assessment results are not objective, and the follow-up work of energy -level assessment can not keep up,;so it results in that energy-rank management system lacks vitality and the efficiency of energy management tends to becoming weaken and difficult to be promoted effectively in the long-term.Through introducing several energy-rank management system models and analysing the problems in the reform,this thesis holds on the establishment of the management position-duty system, performance evaluation system and pay management system, and perfecting following support systems:ability improvement system, cultural motivation system and information management system,as well as building a energy-rank management system that is scientific and rational,easy to operate.Finally,we take the practice of management reform of Qingdao IRS inspection bureau as an example.We focuse on the following questions:how to introduce the concepts of modern management; with key performance indicators method,we measure the performance of tax officials by their results and ability, so that determine the energy-ranks to the level of performances. Then fix the reward by their performances. So we can get to these tagarts:first,we will make responsibility and capacity and performance and distribution unified;then get energy-rank engenders differences, differences bring vigor, vitality inspires power, power creates performance;finally,we can resolve the current problem that no matter whatever you do,you get the same result,so as toreflect fully the incentive system——" reward according to posts and reward decided by contribution ".Its significances are as follows: First, providing objective and quantitative assessment of the target which focuses on performance and avoiding subjective evaluation in the past,so as to ensure fairness and impartiality of assessment in maximum.Second, making the cadre positions, the wage,rewards and punishments, and training decided by the result of objective and fair assessment.Third, making the implementation of appointment and dynamic management adapted to energy-rank managemen. Break the life-long, encourage cadres pursuing continuous improvement, and effectively solve the problem of insufficient power in order to widen the cadre development-room. Fourth, providing a energy-rank management system that is systematic,complete,and forward-looking so as to guide the reform practice of energy-rank management.