Study On The Performance Appraisal Of Government Civil Servants In The Main Urban Area Of Y City

With the continuous deepening of government institutional innovation,the creation of service-oriented government and government workers’ performance supervision has become a hot spot in today’s society.As a frontline worker,grassroots government public officials are directly based on the most basic work and directly face the general public.Their work level and performance level are directly related to the direct interests of the broad masses of the people,and they can be presented at the first time.The implementation of a service-oriented government requires the active performance of urban government workers.Reasonable,scientific and efficient civil servant performance supervision is very beneficial to improve the performance of civil servants,and it also has a positive effect on the transformation of government functions.This paper summarizes the premise of the balanced scorecard,the new public management theory and the performance evaluation of government public servants,and makes a deeper research on the background,current research situation and significance of the topic.It also summarizes the related literatures at home and abroad,and proposes the research purposes and the content of specific research.The respondents selected the government of the main city of Y City in Guangxi Zhuang Autonomous Region.Through the empirical analysis method and the questionnaire survey method,the author conducted an in-depth study of the current performance evaluation of the government public affairs staff in the main city of Y City,and summarized and summarized the existing performance evaluation questions.Deeply dig the data and analyze the in-depth reasons for the problems in the performance evaluation of the main city of Y City.On this basis,corresponding countermeasures are proposed for the problems and the causes of the problems,including:1.For performance appraisal,a large part of public servants still have problems of lack of cognition.In this regard,civil servants should be improved in understanding and learning about performance appraisal;2.At present,the performance evaluation system of the main city of Y City is still weak,and the evaluation method is not perfect enough.In view of this situation,a scientific and effective evaluation method should be established to enhance the evaluation results.3.Public officials are less motivated for performance appraisal,and should enhance the incentive effect and boost the enthusiasm of public servants.