On Structuring Competence Model Based On Performance Appraisal Needs For Huizhou Basic-Level Civil Servants

Study on Competency Model is to explore the root cause of high performance and to presentit in a right way. An excellent Competency Model can not only be used for performanceappraisal, but also be used to forecast performance and to enhance staff’s capability to achieveever promoting performance. Using Competency Model for performance appraisal reallyachieves many things. Study on Competency Model and its application in China is still in thestage of learning by imitation. Competency Model applying to civil servants management ismuch less. The study is to structure a competency model that based on performance appraisalneeds of Huizhou basic level civil servants. With proper verification, the structured competencymodel is applicable to performance appraisal for Huizhou basic level civil servants, it meet theneeds. As competency model is a description of root cause of high performance, it providesinstruction to civil servants’ performance enhancement. Thus structuring a competency model isso meaningful while it meets the needs of civil servant performance appraisal as well as theneeds of civil servant competence enhancement.The first chapter briefs the status of studying competency model and performance appraisaland the approach of this study. The second chapter is to introduce fundamental theory ofstructuring competency model which is based on civil servant performance appraisal needs. Thethird chapter is to analyze shortages of performance appraisal for Huizhou civil servant andconduct analysis to stakeholders’ needs. The fourth chapter is structuring competency model.Select competency elements by literature search and questionnaire survey and evaluateweighted value by Analytic Hierarchy Process(AHP). The fifth chapter is to make the validitycheck of using the structured model for performance appraisal and to utilize the model to a realcase by introducing Fuzzy Comprehensive Evaluation. The way the competency model isstructured proved to be practicable. And competency model applies to basic level civil servantperformance appraisal proved to be effective.The study has some innovations. Firstly, it is a new solution to structure a competencymodel to address the problems of civil servant performance appraisal. Secondly, currentperformance appraisal of Huizhou civil servant is unsatisfied. Basic level civil servants’ performance is not identified by high or low. So it is impossible to follow the classical approachof structuring competency model by Behavioral Event Interview(BEI). The model is structuredin the approach of selecting competency items with needs analysis of stakeholders, literaturesearch, questionnaire survey, and evaluating weighted value of each element by AnalyticHierarchy Process. This is a new way to structure a competency model. Thirdly, fuzzingmathematics is introduced. The method of fuzzy comprehensive evaluation solves the fuzzinessof using competency model in performance appraisal.