The Improvement Measures Of Performance Evaluation System Of D Municipal Finance Bureau

In recent years,many local governments and public sector learn management experience from Western countries,explore and try staff performance evaluation,which has accumulated rich experience for the construction of government performance appraisal system.By reference to enterprise management theory,the government targets have been developed,classified,implemented and evaluated,so as to form a unique system of evaluation system that has played a positive role in government public sector performance evaluation work.However,there are many problems in our government public sector performance evaluation system in the course of practice.The system lack of a strategic height evaluation;evaluation goals are not clear,the performance appraisal often a formality,gradually the performance appraisal evolved into a performance assessment.It brings a lot of difficulties to establish a government public sector performance appraisal system for lack of systematic theory,and cannot exclude the traditional old government staff manage ment.High lighting the problems obstacle the public sector function transformation,work efficiency improvement,forming correct performance appraisal ideas,and the scientific performance appraisal system establishment and improvement.It is an important part of the current to establish the correct direction,Scientific,test quasi real test,simple workable public sector assessment mechanism for the cadre and personnel system an important,but also for the new central leadership of the organization and personnel work of an important task.D Municipal Finance Bureau,as one of the city's Public Servants usual assessment pilot units,closely contacts with financial characteristics to create thinking methods,scientific design and improvement evaluation model,has studied and issued a "civil servants routinely Interim Measures," "approach to performance appraisal offices ",and revised the " public servants annual assessment methods ";initially established personnel evaluation information management system which include three main lines of performance as usually,annual,offices performances.This paper choose government department performance appraisal system establishment and improvement as the main line,by analysis D Municipal Finance Bureau performance appraisal system to identify and use existing problems,human resource management knowledge as the basis for the balanced scorecard Cards,360-degree assessment of the existing system and other methods to optimize the design,so as to form high efficiency and a high level of human resource management,to better adapt to economic and social development,put forward a new direction for the transformation of government departments management.