Application And Effect Evaluation Of Performance Evaluation Results Of H District Tax Bureau

With the continuous popularization of performance management in government departments,the management system is more complete and the mechanism is more stable,but the result application is still weak.The report of the 19 th National Congress of the Communist Party of China proposed to “fully implement of performance management”,which raised performance management to an unprecedented political height.The use of performance evaluation results is a key link in performance management,and its problem is an issue that needs to be focused on and solved in the current situation.In recent years,the taxation department has vigorously promoted performance management.Since 2014,it has experienced six versions from 1.0 to 6.0.The evaluation system is complete,typical and adjectives.From the practice of the H District Taxation Bureau from 2015 to 2017,it is found that the performance result application are mainly concentrated in internal,and the external application is relatively blank.It also has the following characteristics: First,the evaluation results are biased towards the implementation of work responsibilities,and the main performance is mainly in the lower level to higher level,and the government is not responsible to the public.Second,the results of performance appraisal are used as the basis for annual appraisal,award,and cadre selection,which play a certain role in stimulating,but there are also problems such as egalitarian tendency,light punishment,and subjective arbitrariness.Third,the results of the assessment played an active role in improving performance,promoting and improving the internal management of the organization.However,the problem of layered coding caused by the “sports governance” model made the grassroots burden heavier,and the grassroots staff did not recognize the performance management.Fourth,the results of the performance are not used in performance wages and bonuses,budgets,and training,.As a result,the application of performance results has not been implemented.The reason is that internal evaluation is essentially a target evaluation,its government accountability is not enough,lack of external participation,limited grassroots autonomy,and incentives are too single,and so on.To ensure the effective application of the evaluation results,it is necessary to strengthen the performance evaluation results using the open mechanism,reconstruct the performance evaluation results using incentive mechanisms,and establish performance evaluation results using communication mechanisms.