What are the performance appraisal indicators of the institutions

Performance appraisal indicators are the content of many institutions are concerned about, however, most of the institutions do not know how to formulate performance appraisal indicators. Below is a carefully recommended content for your career performance appraisal indicators, I hope to help you.

Performance appraisal indicators of institutions

First, the public welfare category of institutions personnel performance appraisal indicators evaluation standards

The public welfare category of institutions personnel performance appraisal indicators evaluation standards is to analyze the public welfare category of institutions personnel performance appraisal indicators of the basic basis and reference. Public welfare institutions to undertake two aspects of the function, one is the public welfare institutions to promote the development of the organization through the personnel *** with efforts, the other is to ensure that institutions along the ? Public welfare? Track development. Therefore, public welfare institutions personnel performance appraisal index evaluation criteria should be centered on two aspects: First, through the performance appraisal index for public welfare institutions to establish incentives and constraints for public welfare institutions to provide external pressure and internal motivation for the development of public welfare institutions personnel. Second, personnel performance appraisal indicators must help to ensure that public institutions along the direction of public welfare development. Specifically, the performance indicators of public institutions have the following six criteria.

First of all, the public welfare institutions performance appraisal indicators should be specific. Performance appraisal indicators only around a specific goal, moderately refined, and with the dynamic changes in the environment, only with the executive power. Different categories of public welfare institutions, as well as public welfare institutions in different positions and different levels of personnel to perform different duties, the design of personnel performance appraisal index requirements are different. Unlike enterprises, public welfare category institutions not only require the assessment of personnel performance, but also require public welfare category institutions indicators to reflect ? Public welfare? ? Public welfare? Requirements for public welfare institutions on their personnel? Public welfare? The assessment must be specific and be specified in the indicators. Generalization of the public welfare category of institutions for the personnel? Public welfare? Performance appraisal, easy to produce public welfare institutions personnel performance appraisal formalism.

Secondly, the public welfare category of personnel performance appraisal indicators must be quantified as far as possible, can not quantify the indicators as far as possible behavioral. The performance appraisal of public welfare institutions is to take qualitative or quantitative assessment face? Dilemma to choose? Quantitative assessment indicators once designed, the assessment is rarely subject to subjective factors interference, quantitative indicators can provide objectivity and fairness of performance appraisal, the use of quantitative assessment indicators for public welfare institutions personnel assessment, the organization's internal acceptance is relatively high. But quantitative indicators in the public welfare institutions in the performance appraisal process needs a hypothesis premise, that is, quantitative indicators must objectively reflect the performance of public welfare institutions. However, in fact, public welfare institutions in the personnel performance appraisal process, quantitative indicators is difficult to do this. On the one hand, the public welfare institutions personnel performance appraisal once quantitative, it is easy to produce one-sided.

In reality, many public welfare institutions prefer to use these one-sided performance appraisal indicators, although the results of the assessment can be easily accepted by the personnel, but may make the performance appraisal deviated from the public welfare institutions? Public welfare? and scientific development operation track. On the other hand, not public welfare institutions personnel performance appraisal indicators can be quantified, public welfare institutions? Public welfare? Determined by the inevitable qualitative assessment indicators, but qualitative indicators are susceptible to interference by external factors, qualitative assessment because of its results are difficult to be objective and fair, resulting in the assessment results of the low degree of social acceptability, often make the performance appraisal show? Formalism? tendency. Therefore, for public welfare institutions, to give full play to the strengths of each model, that is, not blindly pursue quantitative. To follow the energy to quantify, can not be quantified to behavioral, in order to establish a clear standard of public welfare institutions performance appraisal index system, the only way to ensure the objectivity of the results of the public welfare institutions personnel performance appraisal.

Third, the public welfare institutions performance appraisal indicators involved in the content must be comprehensive and objective. Compared with the enterprise personnel performance appraisal, public welfare institutions personnel performance appraisal has a special nature, can not only public welfare institutions personnel short-term work effect as a measure, but the short-term and long-term work effect of the unity; is? Apparent performance? and? Potential performance? The unity of the individual or collective local performance and the unity of the unit's overall performance. Therefore, the performance appraisal index of public welfare institutions should be involved in the personnel? Virtue, ability, diligence, performance? And other aspects, so in the design of the indicators should be selected comprehensive, covering a wide range of indicators. Indicators should not only focus on the recent tasks and current tasks of public welfare institutions, but also take into account the long-term goals and strategic objectives of public welfare institutions, not only to reflect the obvious performance of public welfare institutions, but also to reflect the potential performance of public welfare institutions. Both to highlight the focus of the development of institutions, but also to take into account the overall development of public institutions.

Fourth, the public welfare category of institutions personnel performance appraisal indicators must be open. The public welfare category of institutions? The public welfare? Characteristics of the decision of the public welfare class institutions personnel performance appraisal index is open, here the openness refers to the public welfare class institutions performance appraisal index must be considered stakeholder evaluation. Public welfare institutions? Public welfare? The characteristics of the decision must have a set of reflective institutions personnel? public welfare? function fulfillment evaluation of the indicators. However, how to define? public welfare? is a difficult problem, only from the public welfare category of internal evaluation of personnel? It is difficult to be comprehensive and objective in evaluating the performance of public welfare functions only from within the public welfare institutions. function is difficult to be comprehensive and objective. As a result of? public welfare? involves multiple interests. Therefore, the performance appraisal of public welfare institutions need to go beyond the limitations of the internal evaluation of the organization, the evaluation of public welfare need to consider the assessment and evaluation of stakeholders, especially the object of public welfare institutions served by the public welfare institutions of public welfare institutions performance appraisal of personnel.

Fifth, the performance appraisal index of public welfare institutions should be closely related to the development of the organization and its personnel. The public welfare category of institutions constitute a complex, even the same public welfare category of institutions, in different areas due to their? Public **** service? Requirements are different, the requirements for personnel performance appraisal is also different. Public welfare institutions performance appraisal indicators must be highly relevant to public welfare institutions and their own development, that is, the design and implementation of public welfare institutions performance appraisal indicators, must follow the characteristics of public welfare institutions, to promote the sustainable development of public welfare institutions and their personnel based on.　　Sixth, the indicators of public welfare institutions should help? Public welfare? The goal to realize. Public welfare? Is the soul of public welfare institutions, go? Public welfare? Road is the public welfare institutions must fulfill the mission, which determines the public welfare institutions personnel performance appraisal indicators should be able to make the personnel in the pursuit of their own interests at the same time to achieve the goals of the public welfare institutions, to ensure that the public welfare institutions? Public welfare? Functional realization is the evaluation of public welfare institutions personnel performance appraisal indicators of the core standards.

Second, China's public welfare institutions personnel performance appraisal indicators

According to the above public welfare institutions personnel performance appraisal indicators of the evaluation criteria, the current public welfare unit indicators of China's problems in the following five aspects.

First of all, the performance appraisal index of public welfare institutions is not specific and clear. For the public welfare category of institutions, the personnel? The first is that the performance appraisal index is not specific and clear. The value orientation and the organization's? The public welfare? Characteristics, so that the public welfare institutions personnel performance appraisal to achieve the desired goals more difficult. This determines the public welfare institutions personnel performance appraisal indicators should be clear and specific, try to avoid the assessment of personnel evaluation mixed with too many subjective components, to avoid the understanding of the relevant subject of the indicators have too much elastic space. From China's public welfare institutions personnel assessment of public welfare indicators, some public welfare institutions personnel performance appraisal indicators set up uniform, too general, can not highlight the actual unit, the relevant subject of the assessment indicators to understand the subjective arbitrariness. In reality, some public welfare institutions have introduced the assessment indicators of service users' satisfaction, but the role of satisfaction indicators has not been played out. The main reason is that the service object satisfaction index is too general, only evaluation of the overall satisfaction of the staff, high satisfaction workers do not know how to keep in the future, low satisfaction workers can not understand their own specific deficiencies in where this satisfaction is not effective in improving the performance of the staff.

Business unit performance appraisal methods

First, the role and significance of the establishment of the performance appraisal index system

The performance appraisal index system is an important measure of the efficiency of the government's work, but also reflects the key to the advanced level of government agencies. In the context of the current transformation of government agencies, the establishment of a performance appraisal index system in line with their actual situation has a positive 'significance.

First, the establishment of the performance appraisal index system is the implementation of government functions and the need to promote the scientific concept of development. In the context of the continuous improvement of people's living standards, people's demand for the services provided by the institutions of the level has gradually risen. Due to the existence of some historical factors in the establishment of China's institutions, institutions in the provision of services to the people of the community to show a lack of capacity, low level, poor attitude phenomenon, which has a serious impact on the image of the government. In this regard, the establishment of a performance appraisal index system on the one hand is the need to reflect the functions of the government, on the other hand, it is also to carry forward the important spirit of the scientific concept of development of the appeal.

Secondly, the establishment of a performance appraisal index system is conducive to restraining the use of funds by institutions and advocating the culture of thrift and diligence in politics. The funds of the institutions come from the financial allocation, the use of its funds need to be responsible for the people, responsible for the country. In recent years, the scale of the use of funds in institutions has been rising, and the phenomenon of three public consumption is very obvious, which has been criticized by the people and social media. The reason for this is the lack of performance evaluation of the use of funds within the organization, resulting in a very serious waste of financial funds, financial funds brought about by the social and economic benefits continue to decline. Therefore, the establishment of a performance appraisal index system can constrain the use of financial funds of the institutions, to achieve the goal of diligent and thrifty government.

Third, the establishment of the performance appraisal index system helps to implement the government's regulatory initiatives to build a harmonious society. At present, the administrative approval authority of the institutions has not been decentralized to the background of the market, the institutions have a strong administrative approval authority, the possession of power has also bred the phenomenon of corruption. In this case, the establishment of a performance appraisal index system helps to control the occurrence of corruption from the source, the implementation of the important initiative of government supervision.

Second, the current performance appraisal index system of institutions existing problems and shortcomings

In the central requirements and constraints, the local institutions gradually realized the importance of performance appraisal, and gradually and gradually promote the construction of performance appraisal index system. However, compared to foreign non-profit organizations, combined with the original intention of the performance appraisal of institutions, the current performance appraisal index system of institutions still has some problems and defects.

First, the performance appraisal assessment indicators can not be effectively quantified. Utility performance appraisal indicators of the original intention of objectivity and fairness, in view of this principle, performance appraisal indicators should be based on quantitative indicators, supplemented by qualitative indicators. At present, the performance appraisal index system of institutions, more qualitative indicators, quantitative indicators are very few, which is not conducive to the objective and fair assessment of the performance of institutions.

Second, the design of performance assessment indicators lack of public opinion survey and consideration. Utilities are for the people to provide public **** services, then the starting point and the starting point of its work is to serve the people, so that the people are satisfied. Therefore, the design of performance appraisal indicators should take into account the views of the public, if the lack of public opinion, then again reasonable and objective performance appraisal assessment indicators are in vain.

Third, the performance appraisal index is heavily results-oriented, light process-oriented. At present, most of the domestic institutions are attached to the government agencies under the lack of due independence. Therefore, the performance appraisal assessment of the institutions is overly dependent on the higher authorities, so that in the design process of the assessment indicators are subject to too many constraints, the lack of forward-looking long-term goals, indicators of heavy results, light process, which is clearly deviated from the scientific concept of development.

Third, to solve the countermeasures and recommendations

For these problems mentioned above, in the future performance appraisal index system of institutions in the process of establishing, on the one hand, to uphold the ? Coordination of economic, social and ecological benefits? The combination of structural orientation, process orientation and result orientation. The system should be based on the following principles. The unification of ****ual and individualized indicators? and? balance between current and deferred indicators. and other four principles.

On the other hand, the improvement of the performance appraisal index system of institutions should start from the three aspects of economic benefits, social benefits and ecological benefits. First, the economic benefits, focusing on financial indicators, internal management processes and learning and development of the three aspects of the assessment. In terms of financial indicators, the three aspects of cost consumption, operational capacity and income-generating capacity are selected; in terms of internal management process, the efficiency of the process is mainly evaluated, i.e., waiting time, sojourn time, etc.; and in terms of learning and development, the average number of years of education, human resources and cultural structure are the main indicators. Second, the social benefit aspect, social benefit is an important assessment aspect that reflects the performance of the institution. The design of social benefit assessment indexes mainly starts from two aspects, namely the degree of fulfillment of public ****service objectives and the degree of reasonable expectations other than the fulfillment of public ****service objectives. Third, the aspect of ecological benefits. Although the institution is not an environmental protection department, and ecology has no direct contact, but maintain ecological balance, everyone has a responsibility, as the institution is more responsible. In this regard, in the design of the performance appraisal index system should focus on the contribution made by the Civil Affairs Bureau of ecological environmental protection considerations.

Performance appraisal principles

1, the principle of fairness

Fairness is the establishment and implementation of personnel performance appraisal system. Without fairness, it is impossible to play the role that performance appraisal should play.

2, the principle of strict

Performance appraisal is not strict, it will be a formality, a sham. Performance appraisal is not strict, not only can not fully reflect the real situation of the staff, but also produce negative consequences. The rigor of performance appraisal includes: there should be clear assessment standards; there should be a serious attitude of assessment; there should be a strict assessment system and scientific and strict procedures and methods.

3, the principle of single-head appraisal

The appraisal of employees at all levels must be assessed by the appraiser's ? Direct superior? Conducted. Direct superiors are relatively the most knowledgeable about the actual performance of the appraisee (performance, ability, adaptability), and most likely to reflect the real situation. Indirect superiors (i.e., superiors of superiors) should not make unauthorized changes to the appraisal comments made by their direct superiors. This does not preclude the role of the indirect superior in adjusting and correcting the results of the appraisal. Single-head appraisal clear appraisal responsibility, and make the appraisal system and the organizational chain of command to achieve consistency, more conducive to strengthening the command function of the operating organization.

4, the results of the principle of openness

The conclusion of the performance appraisal should be open to the public, which is to ensure that the performance of the important means of democracy. To do so, on the one hand, can be assessed to understand their own strengths and weaknesses, strengths and weaknesses, so that the appraisal of good performance, continue to maintain the advanced; can also make the appraisal of bad performance of the people's hearts and minds, and rise up. On the other hand, it also helps to prevent the possible bias in the performance appraisal and all kinds of errors to ensure that the assessment is fair and reasonable.

5, combined with the principle of reward and punishment

Based on the results of the performance appraisal, should be based on the size of the work performance, good or bad, there are rewards and penalties, there are up and down, and such rewards and penalties, up and down is not only linked with the spiritual incentives. And must also be through the wages, bonuses and other ways with the material interests of the link, so as to achieve the real purpose of performance appraisal.

6, the principle of objective evaluation

Personnel evaluation should be based on clearly defined evaluation criteria, objective evaluation information for evaluation, try to avoid infiltration of subjectivity and emotional color.

7, the principle of feedback

The results of the evaluation (comments) must be fed back to the person being evaluated, otherwise it will not play the educational role of evaluation. In the feedback assessment results at the same time, should be assessed on the assessment of the explanation, affirmation of achievements and progress, explain the shortcomings, to provide a reference for future efforts and so on.

8, the principle of difference

There should be a clear difference between the grades of the appraisal of the boundaries of the different appraisal of the appraisal of the comments in the salary, promotion, use, etc. should reflect the obvious difference, so that the appraisal with stimulus to encourage the staff's motivation.