Study On The Performance Appraisal Of Junior Civil Servants In Henan Province

Now it is not only the critical period for the development of economy and society, but also a hard-battle period for the policy of "reform and opening". For Henan Province---an important province of Central Plains, it is the momentum-gathering stage for the rise of the "Central Plains Economic Region". Building a high-quality civil servants team, especially to strengthen the construction of civil servants at the grass-roots level, has an unmediated relationship with the effective implementment of the policies and arrangements of CPC central committee and the state council, and directly concerns to Henan Provincial Party committee and provincial government’s ditinguished effect on their service for the grass-roots level, the enterprises, and the masses. The civil servants’ performance appraisal is both the essential part of China’s civil servant law and the basic issue of civil servants’ management. Making great effort to the civil service performance appraisal is the provisions of law, the need of construction of civil servants team, and the requirements of improve the achievement and work efficiency of civil servants. Although China has made some progresses in the performance appraisal system of civil servants, this work started late in Henan province which has a great number of civil servants, and there are still many problems in the exploring practice. In2010, the Human Resources and Social Security Department of Henan Province issued "the guideline of carrying out the pilot performance appraisal of civil servants in administrative organs". By centring on the "two transfer, two promote" guideline and "several opinions about improving work attitude" proposed by the provincial government,combining with working practice, various civil servants Bureau of municipalities directly under the province central government and the pilot units seriously deveopled the performance appraisal pilot work of civil servants, and carried on positive exploration to establish civil servants’performance appraisal system and operation mechanism. This work has achieved obvious results, but it is still in primary stage. Therefore, it necessarily has practical significance to carry on investigation and research on the civil servants’ performance appraisal and to promote the development in depth and broadth of this task.According to the questionnaire on performance appraisal of civil servants from a district -of Henan Province, this thesis concludes and analyzes the problems and shortcomings in the implementation that need to be improved, including the unclear subject of the performance evaluation, unspecific indicator contents, lacking of quantitative evaluation methods and effective feedback, as well as deficiency in incentive function of the evaluation result. By exploring the deep-seated reasons for these problems of the civil servants’ performance appraisal system in the perspective of concepts, mechanisms, operating styles, and combining with practice, this thesis tries to find out a suitable appraisal system of Henan Province from the following four aspects:organizational division, system construction, the application of appraisal results, and the consummation of the complaint mechanisms.