Research On Performance Management System Of A City Local Taxation Bureau Based On Balanced Scorecard

Summary In 2012, the Eighteenth National Congress of the CPC proposed to the management system of the Party’s political reform put in a more prominent position, stressed the importance of the management system of innovation. In this context, the modernization of governance as a means of performance management has been widely used in developed countries, government departments at all levels within a short time in the country a wide range of pilot applications. But in the pilot implementation process at all levels of government departments are finding that, as a widely practiced in Western society and well-established management theory, theory and practice of domestic verification are at a much earlier stage, for reference and general promotion not many success stories.After causing widespread performance management system into the national government evaluation results distorted incentive effect is not so good acclimatized phenomenon, far from the intended purpose of the implementation of performance management.Given the current domestic levels of government departments and public bodies to build a performance management system to meet the conditions of actual needs and practices related to the lack of supporting examples, this article intends to fully grasp the forefront of understanding of performance management on the basis of theoretical ideas combined with China’s national conditions and administrative particularity system to the evolution of performance management system in the Local Taxation Bureau a perfect example, reference Balanced Scorecard, combing the tax system to determine the appropriate evaluation of five dimensions, and on this basis to establish a multi-level, performance indicators framework and promote each other, and enhance the role of performance indicators on tax guidelines work to improve the performance evaluation of science and haveEffectiveness.Combined organ characteristics and domestic socio-cultural proposed agency performance appraisal dual ranking system, effectively avoid the influence of "human factor" on the performance evaluation results and enhance the cadres and workers acceptance of performance management, to achieve a performance management specification work to promote the work, to stimulate the vitality of the ultimate goal, and provide a useful reference for the relevant theoretical research and implementation of performance management in the government sector.