Civil Servant Performance Management Optimization Research Of Beijing Municipal Bureau A

For a long time,the civil servants management relies mainly on the department of CPC party disciplines and rules and regulations,management is focused on,in terms of incentive mechanism construction,idea is relatively backward,the imperfection of the system.Recently,the central deep reorganization also requires a "focus on improve the management efficiency and scientific level,manifests the nature of work to establish career paths and job characteristics,classification,classification,evaluation,classification training,highlight of the civil servants in particular of the civil servants at the grass-roots level constant encouragement,better arouse the enthusiasm of civil servants" ?The classification of the civil servant performance management system has become the development direction of civil servant's performance management practice in our country.Bureau A is with the system of the country's traditional business Jiang Ju,2003 years ago,the performance rankings stable is always the first group in the system,but,in 2004 and2005,A bureau of business performance showed A sharp decline.A bureau leadership have carried on the thorough summary,thought in addition to business level issues,team management is not science,not careful,not professional,is also one of the important factors that lead to performance of landslide,need adjustment in system and mechanism perfecting and upgrading.Bureau A on the basis of learning from enterprise performance management idea,after pilot exploration,in 2010,the full implementation of the reform of the cadre and classification performance management system,establish the organizational goals and responsibility as the core,create positions,the proportional amount,the combination of qualitative and quantitative "enterprise performance management system,business work to achieve leapfrog development again.But,as a result of the civil service classification performance management to a certain extent,broke the inherent administrative ecology,and there is no mature and experience can be used for reference.In the classification of performance management in A few years,A bureau again meet team instability,openings,performance boost after the process lack of power,some outstanding problems,such as jobis easier than to be laid off.This article is based on A bureau business and practical management team,based on the analysis of the bureau cadres classified on the basis of the early stage of the performance management practice,combined with the enterprise performance management theory,focuses on how to consummate the accord with the characteristics of A bureau of development strategy and cadres classification performance management system,and its classification performance management system optimization design.Main contents: one is an introduction about the research status of incentive mechanism of civil servants.2 it is summarized the classification of civil servant performance management theory.Three is the analysis of the foreign public sector performance management practice.Four is A cadre of bureau of classification performance management system is introduced,the effects after the classification and the implementation of performance management,problems are analyzed,and clear the improvement direction.Five is the focus from theoretical basis,post Settings,coefficient,evaluation content of position,etc of A bureau of classification performance management system optimization design was carried out.Six from the related security measures put forward Suggestions for perfecting the classification and performance management.