Problems And Counter Measures Of Performance Appraisal Of Civil Servants In China

"The New Public Administration Movement" which raised in 1970's in the west, Was to appraise government's job, Performance and the efficiency that presented as government's management crisis, the financial crisis and the crisis of confidence. Hereafter, this movement was Popular in the whole world, various countries raises Reforms on government service efficiency and the effect administration. As Administration's main body, the official's performance level decided directly the state's Economy, the society, and the Political thing Validity. The report in Party's 17th congress pointed out it is necessary to constantly deepen the reform of the cadre and personnel system and focus on training high-caliber cadres and personnel. We should perfect the cadre assessment system in accordance with the requirements of the Scientific Outlook on Development and a correct view on evaluating cadres' performances, We will make innovations in systems and mechanisms for personnel work and arouse the creativity and enterprising spirit of all types of personnel to create a new situation in which capable people come forth in great numbers and put their talents to best use.Along with the gradually accumulation of the practical experience and the research, the public servant performance appraisal has a number of important reforms:the Interim Regulations on National Public Servants in 1993 mark the establishment and the comprehensive implementation of China's modern civil service appraisal system. In 1994, the state ministry issued the Interim Provisions on National Public Servant Appraisal. Peoples Republic of China's law on Public Servant makes clear the appraisal provisions for public servant in legal form in 2005. In 2007, Public Servant Appraisement (Trial) has just been issued. Several reforms improve the public servant performance appraisal gradually; however, problems still exist in the implementation of the local government as well as the system itself. Evaluation purposes are unknown positioning is closed; the contents of assessment are vague, standards are general; the appraising main body is single as well as the responsibilities are unclear; the assessment method is simple, obsolete; most of the assessments are mere formality, which are lack of supervision. Therefore, it is necessary to continue to deepen the reform of the public service performance appraisal system.On the basis of understanding the problems mentioned above, the reason why the problem exist are analyzed from the environment, main body and object. Then the thesis tries to put forward the counter measures from the angle of the public human resource management, consulting the experience from abroad. The paper is divided into five parts in structure:The introduction part is mainly on the significance, objectives, contents, methodology and the vital plus difficult points. The literature review introduces the basic concept of the public servant performance appraisal as well as the research accomplishment from home and abroad. The third part is the current situation, the problems and the reason analysis. The fourth part is the analysis to the experience from abroad, followed by the discussion of the counter measures for the public servant performance appraisal .The last part is the conclusions and the suggestions for further research.