Technology Class Civil Service Performance Appraisal System Of The State Organs Studied

As the pace of economic globalization continues to be accelerated, countries around the world have launched a wave of administrative reform, which is to cut the throat of the traditional abuses from the civil service system. From the reform of the civil servants performance appraisal system in the Western developed countries, we can find that the developmental process of the civil servants performance appraisal is from "efficiency first" to "quality first" constantly, and the final purpose of reform is to build a service government and a service society, and continue to enhance the leadership competence. Following the reform of the civil service system, the features of enterprise-paradigm performance management have emerged in the appraisal system. The enterprise-paradigm civil service performance appraisal system has been initially formed in some countries.Compared with the full swing of the economic system reform in our contry, our political system reform is lagging behind, which hampered the innovation and development of our civil servant performance appraisal system in a great degree. Although the government has introduced a series of laws and regulations, such as Civil Servant Law and the Civil Servant Appraisal Regulatione (for Trial Implementation), the laws and regulations are much more emphasis on its principles and conceptions, but they don't mention scientific and material demands about the specific targets, standards and methods of appraisal, which could not easily be grasped by the main examination bodies, and would easily lead to the departure from the accuracy and fairness of the results.In this paper, author was starting from finding the problems, and distributed questionnaires to the technical staff of four national ministries and the three organs of Beijing Government and carried out sampling individual interviews with them, using survey methods, such as comparative analysis, literature survey, questionnaire and interview survey. Author conducted a comprehensive investigation into the currently implementary performance appraisal system from eight aspects, such as "system construction"," appraisal method"," appraisal content", "feedback and communication". Whereafter, author carried out a scientific and detailed analysis into the survey result by SPSS software. From the analysis results, author found out that there are some issues about the technical civil servants performance appraisal system, such as the inadequate system construction, the rough appraisal targets, communication and feedback mechanism which exists in name only, the ossification of using evaluation results, the serious deficiencies of propaganda about appraisal work and culture, and the failure of the incentives system of appraisal work.The author, addressing the major issues from analysing the questionnaire as the goal, adopted a design ideas of objectives-oriented performance appraisal target. The author, using brainstorming, fishbone diagram analysis, KPI key performance indicator method and other technical means and ways, builded on a set of the technical civil servants performance appraisal standards which addressed the quantitative appraisal as the main subject, and on this basis, re-engineered a technical civil servants performance appraisal system for one of the ministries, and proposed some ideas to resolving other problems which existed in the process of civil servants performance appraisal.