Research On Performance Assessment Index System For Civil Servants From Local Tax System

Civil servants’ performance assessment has been key and difficult points of our civil service management all the time. As administrative management system reform is implemented deeply, traditional evaluation modes about civil servants’performance encounter some realistic problems, such as all indicators for performance appraisal are the same, assessment methods are one-side and subjective and assessment process has strong randomness. All of these have adverse impacts on improvement in governmental administrative organizations’ performance and changes in images. Unique industrial features and administrative nature of local tax system result in peculiarity of performance assessment for civil servants from local tax system to a larger extent. Performance expression and comprehensive ability of civil servants from local tax system decide whether local tax cause can face challenges brought by complex and changeable economic situations and increasingly improved requirements for tax collection and management in the new era or not. Via theoretical analysis, this thesis analyzes traditional performance assessment, theories related to civil servants’performance assessment as well as advantages, disadvantages and applicability of all mainstream performance appraisal methods. By the method case analysis, it concludes and analyzes innovation and disadvantages of existing performance appraisal methods in local tax system. Finally, it starts with balanced score card (BSC), points out problems existing in civil servants’performance assessment, such as assessment methods are simple but not scientific, subjective color of assessment is too strong, and pertinence and applicability of assessment indexes are not strong etc., tries to establish a performance assessment index system for civil servants from local tax system, focuses on building a performance management system with distinct purposes, rigorous scientificness, meticulous logicality and all people’s participation, and constructs a management mechanism of scientific and reasonable performance plans, performance control, performance appraisal and improvement in performance. Thus, enthusiasm and initiative of civil servants from local tax system can be aroused and their development and promotion can be enhanced.