A Study On The Staff Performance Appraisal System Of Shenyang Entry-Exit Inspection And Quarantine Bureau

With the arrival of the era of globalization, economic and informationtechnology, people from all fields of the society have been improving theirrequirements for government services, which causes the the great changes ongovernments’ management philosophy and management style. Compared withenterprises, government departments take the public interests as their service targets,and they shall provide public services and accept the supervision of the public.Therefore, the government performance attracts more and more attention by thesociety as well as the government itself. The development of high-speed economicgrowth, the continuous improvement of political democracy construction, and theprofound impact of opening up to the outside world are all asking the government towork more in line with the changing times. Government performance managementcan be realized on the basis of performance planning, performance implementationand management, and performance evaluation. Quantifying the appraisal indexes,judging aspects like the efficiency, the service qualty, the public resposibility and thesocial satisfaction of the government performance management, evaluating theperformance reflected by the appraisal, and dividing the levels of differentperformance together make up an important assessment method for governmentdepartments’ working ability.Performance appraisal, a key point of performance management, is often appliedto government agencies, enterprises and institutions, which plays an important role ininspiring the enthusiasm of the staff, the transformation of service concepts, theenhancement of the sense of competition, and the improvement of efficiency. In2004,the former Ministry of Personnel established the index system of governmentperformance evaluation and made it as a milestone of administrative managementconnection between China and the outside world. Afterwards, government performance management flourishs as a management system innovation issue. InJune2011, the Inter-Ministerial Joint conference concerning government performancemanagement led by the Ministry of Supervision was held. The representativesresearched the topic and reported its results to the State Council. The State Councilagreed to selcet eight regions including Beijing City, Fujian Province as pilots tocarry out performance management in the local governments and their departments.The the State Council-operated institutions like the General Administration of QualitySupervision, Inspection and Quarantine were selected as the organization’sperformance management pilots. This measure accumulated experience for the fullimplementation of the government performance management system in China.Shenyang Entry-Exit Inspection and Quarantine Bureau (hereinafter referred to asthe Bureau of Shenyang), an institution directly under the General Administration ofQuality Supervision, has explored the issue of how to establish a scientific andeffective performance management system assessment and improve the own workingability, and Shenyang Bureau has gained an obvious success in running a reasonableappraisal system. The usage of the system has functioned a lot in improving thebusiness development, motivating staff enthusiasm, changing the service concepts,enhancing the sense of competition, and improving working efficiency. This essaybegins with the performance appraisal system belonging to human resourcemanagement, and makes efforts to make both guiding sense and realistic sense inpromoting the business development of the inspection and quarantine system togetherwith the service quality of the staff by using performance appraisal system in theBureau of Shenyang.Starting with the concept of performance appraisal, the essay describes therelationship between performance appraisal and performance management. Combinedwith the problems encountered by the Shenyang Bureau, it optimizes the originalperformance appraisal system and redesigns a more practical approach toperformance appraisal, in order to promote the improvement of the level ofperformance management in Shenyang Bureau and enhance the service level of theBureau of Shenyang.This paper first analyzes the current situation and existing problems of performance appraisal system of employees of the Bureau of Shenyang, followed bythe analysis on the Bureau of Shenyang and Shenyang Bureau staff status. Then, itfinds out the causes of the problems in performance appraisal. Finally, it designs theappropriate classification assessment methods based on the analysis of the problems.The Shenyang Bureau staff performance appraisal is mainly composed by the threeparts of the business of law enforcement officers, technical researchers andadministrative support staff. According to the working characteristics of employees ofdifferent positions, the assessment index varies in aspects like systematics, periodicassessment results, feedback channels, rewards and penalties policies. This requiresthe organization to select different ways of performance appraisal according to theactual situation. The assessment indexes are divided into five sections of theperformance of their duties performance, management performance, serviceperformance, focusing on performance, excellence performance. Meanwhile,performance appraisal index focuses are also different in accordance with positions.The performance appraisal system is thus optimized and more rational methods areintroduced are formulated. Finally, the paper points out the specific security programsof how to ensure the smooth implementation of the new performance appraisalsystem with the actual situation,which provides reference for other local bureaus inthe inspection and quarantine system.