Research Of The Incentive Function Of Civil Servants’ Pefrormance Assessment In China

Nowadays, the economic strength, social structure and value pursuit havetaken great changes in China which is in the social transition. Citizens’requirements for the government are more and more high and looking forward tomore and more. "service-oriented government" is clearly pointed out at the Party’sSeventeenth Congress. The government should be more quickly and effectivelyresponded to public needs to improve the public credibility and establish a goodimage. However, it is necessary to improve the system of civil servants building aservice-oriented government, that to say, building a service-oriented civil service,beyond from the support of the political system, management mode and theinnovation of managing means. This requires us to speed up innovations of thecivil servants’incentive mechanism.Luckily, the incentive function is the core of the performance evaluation. Toour disappointment, our country civil servant’s performance assessment is caughtin a serious problem that is the lack of incentive functions. In view of these, mypaper will take the civil servant’s performance assessment as the research object.There are five parts in this thesis:The first part is preface. This part introduces the purpose and significance ofthe selected topic, and briefly describes main research situation at home andabroad at present. The second part elaborates the basic concepts and theories of the civilservant’s performance assessment incentive functions. After defining the publicservants, performance evaluation, and other basic concepts, the writer points outthe level one incentive functions and level two incentive functions of the civilservant’s performance assessment system on the basis of theories of the Incentiveand Performance Evaluation.The third part mainly introduces the failure of the performance evaluation’smotivation function in China. Such as the deviation of the evaluation’s purposeweakening incentive effect of the target、The informal process of performanceweakening the incentive effect of communication and feedback and so on. Thenthe writer thinks there are mainly three factors that made the failure of theperformance evaluation. They are the bad environment of civil servants of theperformance evaluation in china、the absence of science in the civil servant’sperformance assessment system and the irrational use of the evaluation results.The fourth part puts forward measures which will realize the encouragementfunction of civil servant’s performance assessment effectively. It should bedepended on the reforms of national politics, economic and culture, and thescientific performance evaluation system, and the rational use of evaluationresults, to realize our country civil servants performance evaluation incentivefunctions.The fifth part is the simple Summary.