Research On The Performance Appraisal Of Civil Servants In Dalian Municipal Government

Performance appraisal is an important means for civil servant management.Innovating working methods,establishing and improving the system of performance appraisal are of great significance to improve the performance of the government,the administrative efficiency of the agencies and the level of scientific management of civil servant.Since the 18th Congress of the Communist Party of China,the Central Government has put forward new standards and new requirements for the performance appraisal,'the accurate assessment of civil servants',which has become urgent to be considered and solved for the personnel departments at all levels.Government agencies of Dalian have been conducting annual appraisal in accordance with the relevant regulations and documents.Everyone keeps a record of his work regularly,makes an individual summary and debriefing at the end of each year,after which the performance appraisal committee performs the leadership evaluation to determine the performance grade of each person.Since 2012,Dalian has continued to deepen its reform,setting up a number of pilot departments,accumulating advanced experience and actively exploring the establishment of a scientific system and mechanism of performance appraisal.As a pilot department,the Dalian Municipal Bureau of Finance has been conducting performance appraisals of civil servants for nearly five years,and has made remarkable achievements in the assessment process and the construction of information technology.The performance appraisal system achieves the combination of the general appraisal and the annual appraisal,and the combination of task decomposition and target management.The Evaluation Index System has embodied the principle of grading and classifying.The Information Technology has improved the quality and level of assessment work.Dalian Municipal Bureau of Finance received the highly compliment from the leader,and introduced its experience at Work Facilitation Sessions.This thesis introduces in detail the institutional framework,specific practices and results achieved in the performance appraisal of Dalian civil servants,taking the Dalian Municipal Bureau of Finance,the pilot unit for the performance appraisal of Dalian civil servants as an example.This thesis analyzes the problems existing in the current performance appraisal system in Dalian,such as index refinement,evaluation standards and result feedback.Through in-depth research and summary of advanced practices in other provinces and cities,the author puts forward some suggestions on how to improve the performance appraisal system of civil servants.Based on the research on the performance appraisal of the civil servants in the Dalian Municipal Bureau of Finance,the thesis finds that the following problems exist in the performance appraisal of civil servants in Dalian municipal government:Initially,the phenomenon of examination for examination remains outstanding;Secondly,the serious disconnection between the examination and evaluation in the performance appraisal;Furthermore,the lack of diversity of the subjects of performance appraisal;Additionally,the performance evaluation index is not detailed enough;One more thing,lack of scientific and clear performance evaluation standards;Finally,there is the problem of ignoring the performance feedback.These problems seriously affect the authenticity and objectivity of the performance appraisal of civil servants.Drawing on the advanced experience of other provinces and cities,the author has put forward specific suggestions for the further improvement of the performance appraisal system for the civil service in Dalian,including:improving the importance of performance appraisal by civil servants through institutional and managerial innovation,to realize the diversity of the subject of performance appraisal,to refine the evaluation index by strengthening the research on performance appraisal,to establish more scientific and effective performance evaluation standards,and to strengthen performance feedback and communication.