Study On The Optimization Of The Performance Appraisal System Of MH District Finance Bureau Civil Servants

With the development of the construction process of service-oriented government and the continuous progress of social economy,the requirements for the functions of our financial departments are getting higher and higher.However,the current MH District Finance Bureau civil servants work enthusiasm is not high,office efficiency is not high,work performance needs to be improved urgently.Therefore,the purpose of this paper is to optimize the performance appraisal system of civil servants in MH District Finance Bureau,to effectively assess the performance of civil servants,to mobilize their enthusiasm and initiative,to improve the efficiency of the financial departments,and to promote the construction and development of service-oriented financial bureaus.Taking the performance appraisal of civil servants in MH District Finance Bureau as the research content,considering the characteristics of the Financial Bureau and civil servants,this paper tries to interpret the current performance appraisal system of civil servants in MH District Finance Bureau,and points out the problems existing in the performance appraisal system of civil servants in MH District Finance Bureau through the actual investigation,such as unreasonable appraisal plan and the establishment of appraisal indicators.Lack of scientificity,relatively single subject and incomplete application of assessment results.Through the analysis of the existing problems,it is considered that the performance appraisal of the civil servants of MH District Finance Bureau is not linked to the future development of the Finance Bureau,and has not formed a closed and sound appraisal system.Finally,referring to the target management method,the key event method,the Balanced Scorecard and 360-degree performance appraisal method,the public servant posts in the Finance Bureau are divided into four categories: financial fund supervision,comprehensive management,administrative law enforcement and professional technology.The differentiated performance appraisal is implemented,and the communication performance plan with the public servant is strengthened so as to control them well.The process of performance appraisal of civil servants,the effective use of performance appraisal results,scientific guidance of civil servants' salary incentives,civil servants' training,civil servants' promotion and other work,improve the efficiency of civil servants' office.