A Research On Individual Performance Appraisal In Public Sector

As the world economy continues to accelerate the process of globalization, China is integrated to the global economy more and more quickly. Improving the government departments’management efficiency has become the request of adapting economic globalization and enhancing the Chinese international competitiveness. As one of the most important components of China foreign trade, the role of Inspection and Quarantine departments have become an increasing concern, but at the same time, need to continue to accelerate their reform efforts to improve the management ability, to meet the needs of the development of the world economic situation.At present, China Inspection and Quarantine departments (CIQ) are gradually establishing the performance appraisal program and improving the performance appraisal capacity, but there are some problems which we have to deal with. The job contents of China Inspection and Quarantine departments are so complicated, and the job contents are different between different departments, the objects of the performance appraisal system are always the departments, not the individual performance appraisal. At the same time, with the development of performance evaluation, the needs of these China Inspection and Quarantine officers to conduct performance appraisal and evaluate their individual ability are growing and growing.Therefore, building an individual performance appraisal program is meeting the requirements of China Inspection and Quarantine departments. The key to the individual performance appraisal program is how to extract the useful indicators in so many indicators, and how to calculate weight of these indicators.The subject of this research is establishing an AHP performance appraisal program which is applicable to the individual, by the analysis of A Inspection and Quarantine departments. At first, we have to analyze the indicators of the departments’ performance appraisal, and then combined with our actual work, to build a hierarchical model. In this model, the criterion layer is composed of three items, the workload index, the quality index, the difficulty index. Then we must use the expert consultation method and Analytic Hierarchy Process, to calculate the weight of those three indices. Finally, we can calculate those three indices of the criterion layer with multiplication, in order to evaluate the performance of the individual. After verification, this individual performance appraisal program could basically reflect the workload, the quality and the difficulty index of an officer’s usual work, has some practical significance. In addition, the performance appraisal program can also measure the equilibrium level of division within a department personnel, has a certain reference value for human resource management.