Study On The Optimization Of Performance Evaluation Based On Target Management

Public sector performance assessment has been fully developed in Western countries since the 1970 s.Performance appraisal will index the government's work and concretize the complicated daily work,making the government's work more concrete and appraised.In recent years,with the continuous deepening of the reform of China's administrative system,government performance assessment has been introduced into government management.As an important management tool,the government has paid more and more attention to it,and there have been many innovative assessment attempts.Since 2014,Shenzhen Entry-Exit Inspection and Quarantine Bureau has started to implement departmental performance appraisal.After several years of practice and development,performance appraisal has become the baton of the overall work of the Shenzhen Inspection and Quarantine Bureau.Every year around the performance appraisal index of the year,formulate relevant Work goals and requirements guide the work throughout the year.Futian Free Trade Zone Office is one of more than a dozen branches of the Shenzhen Entry-Exit Inspection and Quarantine Bureau.Since 2014,it has also been formally implemented as a target for performance assessment.However,due to lack of experience and lack of attention from leaders,the performance of BFIB in the early stage of performance appraisal was not satisfactory.With the continuous deepening of Shenzhen Bureau performance appraisal,facing the increasingly severe assessment pressure,the Futian Free Trade Zone Office has introduced the concept of target management and promoted the performance appraisal work of the office with target management.Then,does target management,as a method of modern organization management,adapt to the needs of government performance appraisal? How is the implementation effect? Is there a problem? Need to be further clarified.Through the study,we can see that the Fubao Office's performance assessment under the target management model includes the decomposing of indicators in the earlier period,the formulation of objectives,the supervision of the process in the medium term and the feedback and encouragement of the results in the later period,emphasizing decentralization to the grassroots level.smooth The communication channels within the office and the Shenzhen Bureau achieved two-way communication,mobilized the enthusiasm of the cadres and employees,encouraged the entire staff and workers through the realization of personal value,and formed a good atmosphere for performance appraisal within the office.For two consecutive years,it has achieved better results in performance appraisal.At the same time,through in-depth interviews and related research,we can see from the implementation elements of the target management,there are still some problems in the performance evaluation of the Fubao Office.The main problems are that the target setting still has limitations,the management of the target management process is not in place,and the assessment There is still room for improvement in the model and reasonable and effective incentives.These problems have restricted the effectiveness of the Fubao Office's target management assessment.To solve the above problems,we must begin by improving the elements of the target management,including scientifically setting assessment goals,strictly controlling process management,optimizing performance appraisal modes,and strengthening results feedback so as to truly play the role of performance appraisal and improve the overall performance of administrative agencies.