G Sub-district Office Non-staff Performance Appraisal Scheme Improved Research

With the gradual rise of China’s national comprehensive strength and the accelerating economic and social development,the original management level of government organs and public institutions has no longer kept up with the needs of The Times,and the reform of government organs and public institutions is continuously advancing.As a grass-roots government agency,only by sub-district offices constantly improving the level of management and service,can they meet the people’s growing needs of service.Due to the nature of government organs and institutions,the staffing flexibility is poor.In order to better meet the needs of sub-district offices to serve the grass-roots people and reduce the negative impact brought by the inflexible staffing,sub-district offices more and more solve the problem of lack of personnel through the recruitment of non-staffing personnel.However,due to the more flexible recruitment of non-personnel,personnel mobility and other reasons,the street office management of the performance assessment of non-staff is not as systematic and standardized as the staff,random management,lack of incentive to lead to the work enthusiasm of non-staff is generally not high.With the gradual increase of the number of non-registered personnel,strengthening the performance assessment management of non-registered personnel has become an important way to optimize the construction of sub-registered non-registered personnel team.This paper uses the relevant theoretical principles of performance appraisal(mainly including double factor theory,demand hierarchy theory,fairness theory,expectation theory,etc.),common methods of performance evaluation(mainly including KPI,360 degree performance evaluation,hierarchical analysis,etc.),combines the performance assessment status of non-staff,and analyzes the performance assessment scheme of non-sub-district Office.Through the investigation,there are many problems,such as performance assessment floating on the surface,unclear assessment indicators,unreasonable assessment method,poor assessment effect,etc.The main reasons for the problem are the lack of modern human resource management concept,the nature of government organs and public institutions,and the lack of institutional guarantee for the performance assessment of non-staff.According to the above problems,this paper combines the KPI,360 degree performance evaluation methods,and proposes the improvement measures of G Sub-district Office from the non-staff,so as to improve the incentive effect of the non-staff of G Sub-district Office.It is hoped that by optimizing the performance appraisal plan of non-staff,improve the work initiative of non-staff and promote the improvement of the human resource management level of G Sub-district Office.In addition,it is also hoped that the exploration and research of this paper will provide some useful reference and experience for the performance assessment of non-enrolled personnel of other government organizations.