Research On The Performance Management Of Civil Servants After The "Three Integration" Reform In G Town,Taizhou City

Currently,with the continuous growth of China’s economic and social development,the voice of the public for improving the quality of public services is also increasing.Proposals to promote the modernization of the government’s governance system and capacity,and strengthen the refined governance capacity of grassroots governments are increasing day by day.AIn January 2020,Jiangsu Province officially launched the "three integrations" reform at the grassroots level based on the exploration of the management system reform in economically developed towns,namely,integrating "approval,service,and law enforcement" in towns and townships,and clearly promoting the "1+4" model throughout the province,which focuses on strengthening the overall leadership of the Party,decentralizing approval authority,integrating and coordinating law enforcement service resources,and promoting deep reform of township and street institutions,Establish a new governance paradigm of "centralized and standardized approval,deepening regulatory services,and comprehensive administrative law enforcement" at the grassroots level.However,the performance management plan for township civil servants has not been followed up.After the "three integrations" reform,the daily assessment plan for grassroots civil servants still focuses on qualitative assessment,and new job responsibilities have not been clearly defined in the assessment documents.Performance management has not played its due role as an assessment baton,and still exists.This article uses literature research,questionnaire survey,and interview methods to sort out the current situation of performance management of civil servants in G Town,Taizhou City after the "three integration" reform.It is found that there are problems such as incomplete setting of performance management obj ectives,unscientific performance evaluation methods,insufficient openness and transparency in the performance evaluation process,and the lack of timely application of performance evaluation results;The main reasons are that G Town pays insufficient attention to performance management,the difficulty of quantitative assessment of some indicators,the lack of supporting assessment mechanisms,and the rigidity of civil servants’ personnel policies;It is necessary to clarify the main body of responsibility for performance management,classify and develop performance evaluation methods,strengthen communication and feedback in the process of performance management,and improve the reward mechanism for evaluation,in order to make the performance management work of G Town more optimized,improve the overall work efficiency,and better provide public services to the masses after the "three integration"reform.