The Balanced Scorecard In Maritime Law Enforcement Personnel Performance Appraisal Application

Based on the Balanced Scorecard Theory and the example of the current performance appraisal system for the law enforcement officer of Fangchenggang MSA, this article firstly analyzes the situation and straitened circumstances of the current performance appraisal system, and the reasons caused by those circumstances. Then the article introduces the application of the Balanced Scorecard theory in foreign countries and other departments. Finally it describes the modified performance appraisal system based on the Balanced Scorecard theory for Fangchenggang MSA.The current performance appraisal system is carrying out in accordance with the requirements by the relevant provisions and rules about national civil servants. However some weaknesses were found during the system operating, such as that the performance appraisal method is too simple, that the index of assessment is not scientific, that the operation processes becomes a mere formality, that the communication and feedback mechanism during the evaluating is missing, that the use of appraisal outcome is insufficient. The reasons causing the above weaknesses include that the evaluating items do not well match the work practice, that the evaluating indexes do not well match the evaluating items, that the evaluation methods are and limitation and insufficient. To improve the performance appraisal system for the law enforcement officer of Fangchenggang MSA, the Balanced Scorecard Theory should be introduced into the system since the Theory is superior in performance appraising. Concretely speaking, under the principle of matching the index and objective, of considering the whole and key point, of uniting the practical method and the clear goals, of regarding the quantitative and qualitative factors, the Balanced Scorecard can be improved by four aspects. The indexes of performance appraisal system can be designed in four areas:the effect of law enforcement, the internal business processes, the learning and growing, the financial affairs. Also the analytic hierarchy process and fuzzy comprehensive evaluation method should be used to determine the weight of indexes. In addition, it is significant to guarantee the performance appraisal system, which includes Organizations, Institution, Management Style and Organization culture construction.