Design Of Employee Performance Evaluation System In Public Sector

With the development of theory and practice in public management field, theoretical and practical significance of performance appraisal in the public sector is also increasingly prominent. As the central bank of China, People’s Bank of China (PBC) is part of the Sate Council, also the national macroeconomic regulation and control department. It serves at a decisive position in economy and political aspects. Therefore, having a depth study and research on the performance appraisal system of PBC would not only benefit the own development of the bank, and even have a profound impact on the entire economy and society of China.XN central branch of PBC is a provincial branch, as a public sector of the country, the employee performance appraisal method from normal commercial bank is not applicable here. Because of the features of public sector like "non-profit, non-competitive and has a public power", it lacks the internal motivation and external pressure to pursue management efficiency and quality service. It is especially difficult to quantify and measure the performance, so it is not easy to develop proper quantifiable indicators for the employee performance appraisal.Over the years, performance appraisal in XN central branch of PBC is implemented by assessing several aspects,"morality, ability, diligence, and achievements, honest", which is desirable in theory, but need to be improved in practice. Meanwhile, more or less there are some problems in the review, such as less reasonable indicators, distorted examination results, insufficient participation of managers and employees from all levels, absence of an effective feedback mechanism, etc, which on some extent, restricted the effectiveness of human resources. Through refinement and quantification to above related contents, the performance appraisal approach will become more measurable and workable. Therefore, this study has definite practical significance.This paper consists of four chapters. Performance-related theory is covered in the first chapter, mainly describes the performance, performance management, performance appraisal related concepts and main methods, which is theoretical foundation of the study to XN central branch PBC. The introduction to current status of performance appraisal in XN branch PBC is covered in chapter2, including the basic situation introduction to the central Branch, organizational structure, staff brief, existing problems in present performance appraisal system and causes analysis. The design of new performance appraisal system is covered in chapter3, which describes the design purpose, methods, and principles, establishment of evaluation organization and indicators, assessment methods and procedures, as well as some problems should be noticed. The chapter4focuses on analysis and evaluation to the new appraisal system.Purpose of writing this article is to design performance appraisal system for the XN Central Branch of PBC, to make it more suitable to the working requirements of the sub-branch, and to stimulate the employee enthusiasm, initiative and creativity, in order to secure the HR service for better serving the local financial development. Moreover, because of its universality, the methods and ideas of performance appraisal study in this article can also be applied to nonprofit organizations in many ways.