Research On The Performance Incentive Of Grass-Roots Civil Servants Based On Process And Result

Grass-roots civil servants are the ultimate implementers of most government policies.They often have direct contact with the people in their daily work,and the problems they face are often complicated and tedious.The quality of service and the efficiency of operation are directly related to the overall image of the government.In the 1990s,in order to strengthen the performance management of civil servants,we set up a performance management system for civil servants.After nearly thirty years of development,it has made a certain development from structure to form.But because of the relatively late start,especially in the application of the grass-roots public sectors,we still face problems of one kind and another,such as "superior has the policy,inferior has the countermeasure",slack,"big pot".In addition,unfair benefits such as illegal and irregularities bonuses have largely disappeared since the 18th CPC National Congress.While the cadres' style is greatly improved,there are problems of omission,low efficiency and low enthusiasm.Lack of incentive has become a prominent problem that can not be ignored especially at the grass-roots level with heavy responsibilities,high pressure,small opportunities for promotion and low salary,which seriously affects the performance level of the grass-roots public sectors.Therefore,how to further strengthen the performance incentive of civil servants is an effective way to improve the overall performance level of our grass-roots departments.This paper studies the performance incentive of civil servants at the grass-roots level based on the perspective of process and result.First of all,By combing the literatures on performance incentive of civil servants at the grass-roots level,the themes and ideas of this research are determined.Secondly,the theoretical basis of performance incentive for grass roots civil servants is expounded and analyzed based on the perspective of process and result.Then,through the empirical analysis based on the questionnaire survey of the grass-roots civil servants in L County,we find that there are some problems such as unscientific assessment content and standard setting,unreasonable assessment methods,insufficient performance communication and feedback,insufficient application of assessment results,and then the causes of the problems are analyzed.Finally,on the basis of theoretical analysis and empirical analysis,we put forward the relevant countermeasures and suggestions to strengthen the performance incentive of grass-roots civil servants from the two angles of process incentive and result incentive,hoping to provide some references for further strengthening the performance incentive of grass-roots civil servants in our country.