Study On Personal Post Performance Evaluation System Of Civil Servants In Comprehensive Management

Since the 18 th National Congress of the Communist Party of China,the Central Committee has put forward a new standard for the evaluation of civil servants,which requires that the evaluation of civil servants’ to be "accurate and realistic".Performance evaluation is an important means of civil servant management.To improve the performance evaluation system of civil servants and innovate the evaluation methods are conducive to improving the administrative efficiency of the government and the scientific level of civil servant management.Among the civil servants,the number of comprehensive management civil servants is large,and their main function is to perform the responsibilities of comprehensive management and internal management.They often shoulder the political leadership responsibility and major decision-making tasks in some government organs,such as command,planning,organization,decision-making,coordination and supervision.Their performance evaluation directly affects the administrative efficiency of governments at all levels.In the past,the personal evaluation of comprehensive management civil servants was mainly based on department evaluation,annual evaluation and subjective evaluation,and the method was not operable.Therefore,combined with the development of the times,it is of great significance to combine the evaluation and post responsibility,and to build the performance evaluation system of civil servants’ individual post with comprehensive management.This study first systematically combs the domestic and foreign research literature of civil servants performance evaluation,focuses on clarifying the concept,method and theory of performance evaluation,and obtains the basic index pool of civil servants’ personal post performance evaluation from the existing research,so as to serve as the basis of the comprehensive management civil servants’ personal post performance evaluation index system in this study;Secondly,combined with the post characteristics of the comprehensive management civil servants,the objective of the individual post performance evaluation of the comprehensive management civil servants is clarified.Through expert interview and questionnaire survey,the index system of the individual post performance evaluation of the comprehensive management civil servants is constructed,and the weight distribution is calculated by using the analytic hierarchy process,Fuzzy comprehensive evaluation method is used to calculate the performance evaluation results of civil servants in comprehensive management.Through the Delphi method,18 members of the expert group for the performance appraisal of civil servants in comprehensive management were formed.After three rounds of screening by the expert group,15 appraisal indexes were obtained: the main aspects of morality are political quality,professional ethics,words and deeds performance;the main aspects of morality are political quality,professional ethics,words and deeds performance;In terms of ability,it mainly includes post adaptability,comprehensive business ability,pioneering and innovative ability,and ability to overcome difficulties;The main aspects of attendance are work attitude and daily attendance;Performance is mainly workload,work quality,work efficiency,comprehensive benefits and work process;In terms of honesty,it is mainly honesty and self-discipline.Furthermore,the designed individual post performance evaluation system of comprehensive management civil servants is applied to the individual post performance evaluation practice of 10 comprehensive management civil servants in human resources and Social Security Bureau of D City,and multiple evaluation subjects are introduced to obtain their individual post performance evaluation results.The results basically confirm the effectiveness of the performance evaluation system of civil servants in comprehensive management.In order to ensure that the performance appraisal of civil servants in D city can achieve better results,in practice,we should also scientifically design the internal performance appraisal system and mechanism,reasonably plan the supporting guarantee for the implementation of performance appraisal,strive to enhance the participation of the main body of performance appraisal,and supplement the three-level evaluation index combined with the actual situation of the unit.