Research On The Performance Appraisal Of Civil Servants Of Dalian GJZ Taxation Bureau

The government relies on certain means to manage the society,while the civil servants,as the main executors,have a special position in the social management activities.The civil servants of tax authorities are the executors of various work of tax authorities,who shoulder the mission of safeguarding national income and promoting economic development.At present,the situation of tax work is more severe and complicated.It has become an important task to strengthen the performance appraisal of civil servants and improve their performance.Based on the theory of hierarchy of needs,target management,human capital and new public service,this paper studies the performance appraisal of civil servants in GJZ Taxation Bureau of Dalian city by using the methods of contribution analysis,questionnaire survey and interview.The paper consists of six parts:the first part is the introduction,which mainly introduces the research background,significance,content and methodCombing the basic situation of domestic and foreign research;the second part is the core concept definition and theoretical basis,defining the core concept in the paper,and explaining the relevant theories applied in the paper;the third part is the analysis of the status quo of the performance appraisal of the civil servants of Dalian GJZ Taxation Bureau,introducing the basic situation of the civil servants of Dalian GJZ Taxation Bureau and the basic situation of the current performance appraisal,and investigating and researching at the same timeThe fourth part is the design of the performance evaluation index system of the civil servants of the GJZ Taxation Bureau of Dalian City,and the construction of the performance evaluation index system of the civil servants of the GJZ Taxation Bureau of Dalian city;the fifth part is the improvement suggestions of the performance evaluation of the civil servants of the GJZ Taxation Bureau of Dalian City,and the sixth part is the conclusionOn,summarize the whole paper.The research shows that most of the civil servants of Dalian GJZ Tax Bureau don't understand the process and purpose of performance appraisal,and they also question the fairness of performance appraisal and are dissatisfied with the current performance appraisal system.Civil servants do not approve the performance appraisal of a single subject,but tend to be more diversified.Civil servants do not recognize the current performance appraisal methods and indicators,and generally believe that the indicators lack pertinence,operability,objectivity and comprehensiveness.When carrying out the performance appraisal of civil servants,they did not fully communicate with civil servants,nor did they feed back the content,process and results of the appraisal to civil servants in time.Dalian GJZ Taxation Bureau did not fully apply the results of performance appraisal to the management of civil servants and failed to give full play to the incentive role.It is found that there are some problems in the performance appraisal of civil servants in GJZ Taxation Bureau,such as lack of correct cognition,single subject,simple method,unscientific index system,poor communication and feedback of performance appraisal,and inadequate application of performance appraisal results.This paper designs the performance evaluation indexes of civil servants from the five dimensions of morality,ability,diligence,performance and honesty,among which the four dimensions of morality,ability,diligence and honesty design the common indexes of civil servants' evaluation,and makes a distinction between the leading civil servants and the rank civil servants;from the dimension of performance,it designs the administrative civil servants,the collection management civil servants,the inspection civil servants and the tax service civil servantsPersonal performance evaluation index of the clerk.The research points out that in order to improve the performance appraisal of civil servants in Dalian GJZ Taxation Bureau,it is suggested to improve the cognitive level of the whole staff on the performance appraisal,improve the main body of the appraisal,improve the appraisal methods and procedures,strengthen the communication and feedback of the appraisal,and improve the application mechanism of the appraisal results.