| The problem of civil servant appraisal in China is a deep-seated social problem and one aspect needs to be improved in the political system reform. This paper starts from the existing appraisal system coupled with case studies and gives a detailed analysis about the weaknesses of the existing appraisal system which can be concluded as the following respects: using double standards, the deviation of the quantification appraisal standards emphasis on the format instead of content, the ill application of appraisal results. The paper makes a further analysis concerning the causes of the deficiency which concludes the following reasons: the shares of public interests don't make regulations; the appraisal implement is not good; there are conflicts between regulation clauses, and the principle and ideology fall behind the requirements of age development. And during the analyzing this paper points out the ideas about the system of representing people by non-officials and a comprehensive enforcement management.This paper has done a meaningful exploration about theoretical building civil servant appraisal system. A whole demonstration setup is formed firstly through the appraisal system theory, which is built; all kinds of subject theories and then the setting of appraisal guide ideology and principle by appraisal system theory, finally through a countermeasure mode of deviation correction designed by the ideology and principle. The aim of this setup is to provide theoretical guidance and basis for the correction of deviation and this makes the new appraisal system a real sound system. Therefore, through the subject principle application economics, administration, public administration and so on. This paper gives us a basic theory about civil servant appraisal system built on the basis of the theory of human resources and psychology, an environmental theory about civil servant appraisal system built on the basis of the theory of bureaucratic system management, a design theory about civil servant appraisal system built by the theory of public administration and a value theory about civil servant appraisal system built by the theory of ethnics liability, which are the main breakthroughs of this paper.The paper gives us an introduction about the civil servant appraisal situations in ancient China and several European countries, from which we can learn the following references: firstly, we should put morality in the font place when appraising and add the appraisal system concerning civil servant's morality implementing "moral veto system" . secondly, the appraisal content and standard should be specified and quantified, the moderate adding of social responsibility in the appraisal system should be emphasized and the ideology of government affairs assistance should be put forward. Thirdly the praise and punishment measures should be strictly implemented, the period of appraisal should be appropriate and moderate, the measures of ensuring appraisal effectiveness should also be appropriate, and the design of appraisal content should be scientific and legal. And finally, the paper also points out that this method of appraisal is based on China's gradual development and can be used as a source of reference by the developing countries.In the study of deviation correction countermeasure on civil servant appraisal system, this paper firstly put forward that the new made of civil servant appraisal system should emphasize on the choosing and establishing ideology design because whether they are right or wrong can decide the vitality of appraisal system. And the ideology should be the new one that has science development view, human resource management view, objective effectiveness management view, and position analysis view, the aim of which is to enhance the traditional personnel management develop comprehensively towards human resource planning and developing in a scientific way. The paper points out macroscopically that appraisal basic principle and method should be in accordance with age development and the aim is to solve the mind stagnation of appraisal system. And the paper shows that microscopically we should pay attention to the principles that appraisal content quantification should be combined with the objective design; the application of appraisal result should be combined with personal expectation, the appraisal format should be combined with delegating authority, and position analysis should be combined with flow optimizing. And the aim of those principles is to settle down the problem of appraisal system formalization. At the same time, this paper gives us a proof and analysis, using the four theories about appraisal system. And during the description points out some new concepts and ideas, such as the difference of amendment ability, "three responsibilities" management, capability link together and so on.Secondly on the basis of field survey and research, with the utilizing the SPSS data this paper gives us two important conclusions: the first one is about six factors affecting appraisal, they are: system, incentive effect, social environment, appraisal period, content standards and object, among which system, incentive effect and social environment are three decisive ones and they consist of 62% of all the affecting factors. The second one is that not only the abovementioned six factors affect each other; the elastic coefficient is above one concerning the effect of system and social environment on incentive, appraisal period, content standard and object, which shows that if system and social environment change, incentive methods, appraisal period, content standard and object will vary intensively. These two conclusions remind us that we should mainly pay attention to the affecting factors when make new appraisal systems. Therefore, this paper has a further analysis about the affecting factors, in one way, it divide the six factors into two technical groups. One are system and social environment, anther are incentive ,appraisal period, content standard and objective. Through this kind of analysis the paper build a mathematic mode of assessing appraisal effectiveness and describe its theory basic. The highlight of this paper is the building of mathematic which provides specific measure for assessing appraisal effectiveness. Besides, when analyzing the doctors, this paper put forward some new methods to study appraisal and new concepts to enrich appraisal content, for example, studying system factors by systematic analysis, building appraisal object set by public goal, the goal of dividing responsibility and striving goal, increasing achievability to form incentive method, and also put forward the imagination of appraisal on three- year basis which is another highlight of this paper.Thirdly on the basis of above analysis, this paper put forward four new appraisal modes to correct the deviations in the present appraisal system, one is the network appraisal, which uses the "three circles" theory and builds "three circles" responsibility appraisal and rank appraisal, and thus the combination of these two kinds of appraisals is net-tie appraisal. The net-tie is about the public appraisal and solution of appraisal problems concerning non-common standards because of position differences. The second new appraisal mode is objective management appraisal, which points out the conceive that morality appraisal should be prior to performance appraisal on the basis of the analysis about effecting appraisal factors. And in the appraisal system, this paper design a quantification objective management appraisal content which is made up by public part, delegating part, appointing part and application part. The paper also put forward the appraisal marks that should be complied with the relevant rating appraisal standard and solve the problem of non- goals, non-quantification and formalization through the work of the civil servants and then grade their ratings. The third mode is item responsibility appraisal which view the bi, split-year, and comprehensive work as items to be appraised and solve the problem of lack of achievability. The last appraisal mode is display and comparison appraisal, which appraise staffs of same positions or positions of the same attributives. And some the problem of weak competitive spirit, and the false situation of trying to be the best. The fourth appraisal method can be used alone and can also be used with the other three ones. If used with the other ways, the first one is the major way , the three and the fourth one are the assistances, the three methods coordinate together for the second appraisal mode, which is another important breakthrough of this paper that also put forward the conclusion about canceling of present rank appraisal and carrying out the system which combines objective appraisal and network appraisal and change the annual appraisal system into a three-year big system. |
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