Servant Performance Appraisal Research On BT Sub-District Offices On360-degree Performance Appraisal

One aim of assessing the efficiency and achievement of the government, by assessing which of the civil servants, is to inspire them and improve their efficiency. Now, the development of most local governments are dissatisfying, because the externalism, closure, the partiality of orders, low reliability, ignorance of the relationship and interdependence between the subjective and objective-all that attribute to the failure of the assessment. At the same time, this partial and directional method also results in the incomplete reflection so that it is hardly to improve the civil servants’efficiency.Moreover, as the official system was set up far later than which of the developed countries, it is the same as to the studying assessing methods. It is a key issue in increasing the efficiency of civil servants and governments that emphasize the assessment and make It legal, scientific and standard. Thus, to find out the way which is Practical and adapted to the need of the assessment is necessary.In this text, the methods of "literature analysis" and "survey research" are used to study and analysis the status of the district offices of BT. The text also identifies the problems of it and learns the methods used by other countries. And then we divide performance appraisal of latitude of the district offices of BT based on the360-degree performance assessment methods. On this basis, we try to build the civil service examination system of indicators which based on the AHP method. It’s aim is to standardize the Procedures of the Civil Service examination, and to pay more attention to the regular appraisals with the link up of advanced experience of other countries. This text is to modify the system of examination, to find a breakthrough Points in enhancing validity and reliability of examination, to provide the basis for the comprehensive assessment of Civil Servant, is civil of morality and ability, and the work Performance, for encouraging the majority of Civil Servant to act positively, for appointment and removal rewards and Punishment, training, wage and Promotion and so on of Civil Servant.