Performance Examine Of Ruzhou Broadcast And TV Bureau

The performance assessment have been applied in the subsidiary institutions of Ruzhou Broadcasting &Television bureau since 1996,promoteding short-term the rapid development. The operating template was provided for other county bureaus. But some problems were gradually exposed in the running because of its performance evaluation of single target value guidance and not science and not a standard factors. they also affects staffs working enthusiasm, and development speed is reduced. Some methods are used in this paper such as the case method, the survey method and experience of law. I believed that appraisal target a single, extensive, method is not reasonable principle of causes in the original system, such as constructing legal justice, put forward with rewards and punishments, objective evaluation, combined with public principle.I try to set up the new performance evaluation scheme with goal management,360 degree evaluation, key events and scale evaluation method. Post function will be subdivided. Post target will be sure. Ability coefficient will be constituted. Other target coefficient model will be applied. Of course, the past, reality and the future will be unificated for employees.I put forward assessment results, and promote record form key link, annual assessment of such ideas. Meanwhile, the integrity and open of the new system allow information to flow freely in itself. It is beneficial to further adjusting and perfecting of the system. In the specific contents of the new assessment scheme, I advice that forward the basic wages, salaries and allowances form, detailed performance salary three analytical accounting process. The living security will be resolved for file salary standard sum to extend. Allowances will be used to retain special talents. Performance-based pay reflects completion status of staffs job. And the post allowance is contacted with multi-objective coefficient, forming a float. It requires employees complete other objectives basing on complete post functions; The performance salary and ability coefficient together form another kind of floating mechanism that makes people can enjoy the past create value, not only to pay attention to practical work, but also strive to create value for their future. It greatly stimulate staff to wield their potential, the enthusiasm of talents, to create value in their positions. The good development platform will be set up, too. Finally I put forward accessory construction organization, capital, the system safeguard measures with the new plan. It is formed from the scattered objectives in the principle, rich means in the methods, the subdivided functions in content, the intersified action in formal, enhancing the operating in security reflected on the organic for the unity of perfect new system.