Research On Performance Appraisal Of Non-staff Personnel In Grassroots Government

With the continuous economic and social development,the demand for social management and public services has increased greatly,and the number of workers used by governments at all levels has also grown.In order to solve the contradiction between the actual limitation of establishment and the demand of establishment number,governments at all levels,especially the grassroots governments,often respond by employing off-staff workers.With a large number of off-staff workers and many tasks,they have gradually grown into an important force in the performance of government duties.In the context of the modernization of governmental governance capacity,off-staff workers will play an active role in serving the people and economic and social development in the long run,and focus on building a competent,efficient,passionate and combatant talent team,which is an important foundation to ensure the smooth development of grassroots social affairs and economic and social development.Performance appraisal of supernumerary staff is an important tool in human resource management,which can stimulate the work enthusiasm of supernumerary staff,promote work quality and efficiency,improve service level and service capacity,and promote the high-quality development of grass-roots government.Therefore,the performance appraisal management of supernumerary staff is particularly important.Although there are some regulations and methods in the performance management of supernumerary staff in grassroots governments around the world,the performance appraisal situation still suffers from confusion in management,simplistic and formalized implementation,and unsatisfactory role playing,which affect the effectiveness of performance appraisal.A town in Guiyang City is rich in supernumerary staff and the performance appraisal work is carried out earlier.For this reason,A town in Guiyang City was selected as a research sample,and the performance appraisal of civil servants and off-staff workers was compared and analyzed in terms of gender,age,length of service and distribution of departments,to further understand the current situation of performance appraisal of off-staff workers,and to analyze the problems and causes of the current performance appraisal,and found that the current performance appraisal of off-staff workers has a single way,assessment indexes It is found that the current performance appraisal of supernumerary staff has a single approach,unclear appraisal indexes and inadequate application of appraisal results,revealing three reasons such as lack of performance appraisal concept,rigid performance appraisal system and insufficient supervision of appraisal work.In order to effectively solve the problems,through the study of performance appraisal,it is determined that the KPI method is used as the guide,and the Delphi method and AHP hierarchical analysis are used to construct the performance appraisal index system for supernumerary staff,refine 5primary indexes and 13 secondary indexes,quantify the content of the indexes,implement two algorithms for the scores of actual performance scores and performance scores,which correspond to the grade division and performance salary calculation respectively,and innovatively add The third-party(off-assessment subject and off-assessment object)supervision mechanism is added innovatively.Finally,according to the construction of a feasible,operable,achievable and high expectation performance appraisal system,suggestions are put forward to optimize the performance appraisal management of supernumerary staff by enriching the appraisal methods,constructing KPI system and strengthening supervision and constraints.