The Performance Appraisal System Structure For J Center Staff

With the development of the times,public institutions,as social organizations with Chinese characteristics,occupy an important position in China’s economic system.Therefore,improving the performance appraisal of public institution personnel should be put on the agenda.The traditional performance appraisal system with five indicators of morality,ability,attendance,performance,and integrity is difficult to meet the needs of current administrative management.In-depth analyses of the problems existing in the performance appraisal of permanent staff in public institutions and the exploration of effective countermeasures have become urgent tasks against such a background.Therefore,based on relevant literature research and institutional practice and comprehensive analyses of the content,scope,and pros and cons of methods such as management by objectives,key performance indicator and objectives and key results(OKR),the present study determined that the OKR method would be used for optimizing the performance appraisal of J Center.Next,a combination of questionnaire surveys and interviews was used to collect the data of personnel in J Center to comprehensively analyze the disadvantages of performance appraisal in the center and countermeasures to optimize the performance appraisal of permanent staff were proposed combined with performance appraisal theories and the OKR method to establish a more concrete permanent staff performance appraisal system.Last,the present study was dedicated to establishing a performance appraisal system for permanent staff in J Center,improving the performance management level and professionalism of the personnel,strengthening the construction of its management team,and finally realizing modern personnel management.