What are the main defects of China's traditional government and civil service performance appraisal system

In recent years, many of China's local governments and public **** departments to learn from the experience of government management in Western countries, carried out the exploration and attempts to staff performance appraisal, for civil servants performance appraisal has accumulated rich experience. Through the formulation of civil servants' target responsibility, decomposition and implementation, assessment and evaluation, the formation of an assessment system system, since the implementation of the performance assessment of civil servants in the authorities does play a certain positive role. But there are also civil servants performance appraisal system in our country in the practice of the prevailing problems.

1. Appraisal purpose is not clear

Modern human resource management concept that the assessment is not only civil servants promotion, rewards and punishments based on more based on the performance appraisal to provide a good environment for the development of employees to improve the quality of the individual, and continue to promote the realization of organizational goals. However, many of our cadres do not understand in place, many people in the civil service performance appraisal purpose of the understanding of the existence of misunderstandings. There are mainly the following misunderstandings: that performance appraisal is only scoring and evaluation, to subordinates ranked name; that performance appraisal is only annual, quarterly or monthly stage work; that performance appraisal is only human resources management department; that performance appraisal is only to review the subordinate's work performance. These misunderstandings in the understanding, leading to the assessment into the passing, in form, not seriously to summarize the work, but not to achieve the real purpose of civil service performance appraisal.

2. Appraisal methodology single

The current civil service assessment of the usual assessment combined with the annual assessment, the annual assessment based on the usual assessment. In practice, many units tend to ignore the usual assessment, or the usual assessment is only limited to the inspection of attendance, and the civil servants to complete the work of efficiency, quality, innovation, contribution, teamwork and other situations lack of standing evaluation. In addition, the achievements of civil servants are in the form of policy output, part of the development of policies for several years in a row, in the assessment of civil servants lack of assessment of the entire project.

3. Appraisal results of the incentive function failure

The results of the assessment should be used as a basis for adjusting the civil service positions, grades, salaries, as well as civil service incentives, training, dismissal. However, in practice, the rewards for civil servants with excellent appraisals are often too light, and there is little difference in treatment between them and competent civil servants.

Analysis of the reasons

1. Reasons at the theoretical and institutional levels

The field of civil service performance appraisal is a world-wide problem, many of which are difficult to quantify, and some of which cannot even be quantified, and which require the researcher to have a background of knowledge in a number of disciplines, such as political science, management, psychology, statistics, economics, co-ordination and jurisprudence and so on. Coupled with the late start of China's research on civil service performance appraisal, many experts and scholars are from other disciplines into this field, the theoretical study of civil service performance appraisal is still basically in its infancy.

2. The specificity of the public **** product

The products produced by employees of enterprises are visible and countable, and their value can be measured immediately. The results of the work of civil servants are often expressed in the form of public **** products and public **** services, and public **** products are usually indivisible, and all users can benefit from them, whether they pay for them or not, and they are "non-exclusive", i.e., if they are provided to one person, they are available to all. This often makes it difficult to measure the price and unit cost of public goods, as well as the programmatic results of the public sector. For example, the quality of public **** service is very difficult to use objective and specific data to measure, in practice, there are often some "hard indicators" instead of "soft indicators", "soft indicators" equal to no indicators and ignore the phenomenon. The phenomenon of ignoring the indicators.

Suggestions and countermeasures to improve the performance appraisal system of civil servants in China

1 . Improve the performance appraisal legal system

China's government to fundamentally improve the civil service performance appraisal of the dilemmas and problems faced by the first thing is to learn from the experience and practice of advanced countries, to strengthen the civil service performance appraisal of the legislative work, through the legislation to ensure that the civil service performance appraisal system of the institutionalization, standardization and the scientific road. On the one hand, to establish the status of performance appraisal from the legislation, to ensure that civil service performance appraisal become the basic link of public *** human resource management, in order to improve the level of government management. On the other hand, to establish the authority of performance appraisal from the law, to ensure that the performance appraisal institutions in the government should have the corresponding independent status, enjoy the right to investigate and assess the performance activities of the civil servants concerned, without any interference from any administrative, public **** organizations or individuals; the results of the appraisal can be effectively transmitted and feedback, and effectively used to improve the performance of the civil servants; the appraisal activities can attract the attention of the public, with a high degree of credibility and transparency. In addition to the development and promulgation of civil service performance appraisal work supporting systems and norms, the appraisal indicators, the appraisal of the main responsibilities and other issues to make detailed provisions, so that the appraisal work can be based on the law, there are rules and regulations to follow, the performance appraisal into a normal development of the track.

2 . Establish a systematic and comprehensive appraisal concept

China's civil service performance appraisal system is rooted in China's special political and cultural background, with a different political, economic and cultural environment and institutional dependence with foreign civil service appraisal system. The traditional appraisal is only for the purpose of checking the work of civil servants and prompting them to correct their defects, basically from the point of view of individual civil servants, and seldom considers the significance of the appraisal to the organization or even the whole administrative system and the whole society. This narrow concept has fettered the further development of the appraisal system. Therefore, we must establish a systematic and comprehensive appraisal concept, with a long-term and overall vision. Appraisal is not only supervision and inspection, but more importantly, it is a process to enable civil servants to continuously adapt to the organization and society, and it is an opportunity to communicate and match with the organization and society. Appraisal is also for the continuous progress of the organization and society. Civil servants and the outside world are interactive, they must not only meet the standards of the organization, but also to meet the higher requirements of the times.

3. Establishment of indicator standard system

The so-called appraisal standard refers to the standardized language and data that express the state characteristics of each appraisal indicator. According to the requirements of performance appraisal and the principle of measurement, the author believes that an effective appraisal standards must meet the following requirements: (1) the standard is based on the requirements of the position, rather than for the personnel; (2) the standard is the majority of people can achieve; (3) the standard is clear, can be understood by all staff, avoid the use of ambiguous language; (4) the standard is formulated through consultation, the leaders and the Staff are considered fair and reasonable in order to achieve the effect of incentives; (5) standards should be as specific as possible, and can be measured, can be expressed in data never describe in words. So, the performance standards in the whole performance appraisal process is a very important part of the work objectives are to make clear what civil servants should do, while the performance standards is to illustrate the extent to which it must be achieved.

4 . Conclusion

China's civil service appraisal system, management system, job classification system, reward and punishment system, pay system, job promotion system, should be interlinked, matching and complementary. However, China's current these systems do not match enough, has a discrete nature, hindering the role of civil service assessment. Only the development of a complete and systematic civil service management system, and make it coordinate with the relevant systems, in order to ensure the strict implementation of the civil service appraisal system.