Research On Optimization Of Performance Evaluation System Of F Sub-district Office

At present,along with the development of our national economy,the reform of China's administrative institutions is also accelerating.The management method of performance appraisal plays an increasingly obvious and effective role in the management of human resources in administrative institutions.As the people's expectations for the government's management level are increasing,the administrative institutions must constantly improve their management level,strengthen the performance appraisal of their employees,and focus on improving the performance management level of the unit itself,especially the performance evaluation and feedback.It is possible to realize the goal plan and resource allocation formulated by the administrative institutions,which is more reasonable and reasonable,and the work efficiency is obviously improved,creating greater economic benefits.It is not difficult to see from the reference documents that the research and theory of performance appraisal of Chinese administrative institutions at the present stage often exist in the administrative units at the provincial and municipal levels.There are few research reports based on grassroots townships and towns,and China as a In the big agricultural countries,most of the population is in rural areas and county towns.This is the foundation of China's establishment.Therefore,it is necessary to establish an assessment system for administrative personnel at the grassroots units.Through the research methods of domestic and foreign literature research,field visit investigation,on-site interviews,questionnaire surveys,etc.,this paper finds that there are many problems in the performance appraisal of F Street Office.For example,the assessment method is unfair,the assessment information is asymmetric,the assessment is too formal,the assessment effect is not good,the evaluation index is unreasonable,and the individual subjective color of the assessment is strong.After analysis,the reasons for the above problems are mainly the lack of modern performance appraisal concept,the speciality of government performancemanagement,the lack of institutional guarantee for performance appraisal management,and the deep-rooted tradition of official standards.In response to these problems,this paper redesigned and selected the F-street office performance appraisal indicators,assessment weights,quantitative assessment content,and applied the appraisal results to personnel remuneration,post adjustment,personnel training,etc.,to ensure that the performance appraisal indicators were set more rationally.More fully utilized.At the same time,through the introduction of third-party participation,mobilize the supervision of the masses,improve the assessment and supervision mechanism and feedback mechanism to ensure that the performance appraisal process is more fair and open,and achieve the fundamental purpose of performance appraisal.It is difficult to quantify the individual performance appraisal in terms of morality,energy,diligence,performance and honesty.The performance appraisal of the department has clear task objectives,and the quantification is relatively easy to achieve.Therefore,this paper adopts the combination of departmental performance appraisal and individual democratic evaluation.Quantify departmental assessment indicators,refine individual democratic evaluation criteria,and then assign weights according to different positions and levels to determine final individual performance evaluation results.Finally,this paper redesigned a set of better performance appraisal plans after optimization for reference.