Study On The County Government Official Performance’s Problems And Solutions

China is at a critical period to promote the reform of improving government performance, it has become an urgent and clear mandate for us. The appraisal of civil servants’ performance is on the top priority. Civil servants’ examination system is an important part of civil service.To evaluate the competence and work performance of civil servants can provide an objective basis for rewards, punishments, training, job movements and salary adjustments and is also an important way to select talents for governments. Besides these, it can also be used as an important tool to stimulate the initiative and enthusiasm of civil servants. To examine the overall quality of civil servants’ capacity can enhance the efficiency of governments’ administration and promote governments’ reform and development in depth. The structure of county government is on an important nexus status in the whole country, so it is particularly necessary to strengthen the management and evaluation of county-level civil servants.In this thesis, theory of new public management, motivation, principal-agent etc are mainly applied. Methods of carchival research, theory and practice of combining qualitative and quantitative analysis, static and dynamic analysis are all adopted to evaluate the standardized performance of county-level civil servants in China .First of all, the paper explains the performance evaluation of county-level civil servants related to the concept, characteristics and the meaning of performance appraisal, these provide a theoretical perspective to evaluate the county government. Then, officials in the ancient and modern times are assessed in the examination of status and development in a detailed analysis, summarizing the performance evaluation of Chinese county governments’ civil practice status. Then, the problems and causes of county level civil servants during the performance appraisal are analyzed:the concept of due recognition ,less attention, lack of modern management conception, leading to a series of problems in the examination ; on the target design, content than general, difficult to quantify, the error performance by the impact of concept, indicators overly dependent on the economy; simplified assessment methods. Most evaluation is a mere process and assessment is non-specialized. Lack of job classification system is not targeted in the assessment. Serious lack of supporting systems, laws and regulations are needed to be improved, and there is no effective incentive mechanism to play the role of assessment and incentive function.These problems are to be solved in the appraisal process. Based on the above analysis, this paper provides measures and suggestions to improve the performance of county governments’civil servants : innovate ideas of county governments and civil service examination, paying attention to performance evaluation in terms of ideology, to strengthen theoretical study and performance evaluation to meet scientific concept of development and achievements; using Balanced Scorecard, AHP and other scientific methods to establish consistent performance evaluation index system and evaluation methods to meet the practical needs of county governments; to achieve diversification of assessment; to perfect supporting policies associated with the assessment; to learn from foreign experience, to improve the job classification system of civil service, and civil service training , exit mechanisms and incentive system are needed to ensure the smooth performance appraisal and the effectiveness of the scientific assessment.