Research On The Civil Servant Performance Assessment System For The Local Taxation Bureau In H County Based On 360-Degree Assessment

With rapid social and economic development, the management mode of the tax authorities has began to transform from administrative to service-oriented, which makes the tax management be on the development track of scientization, normalization, elaboration, informatization, etc. Not only can those transformations bring much more new questions and challenges to the tax management, but also raise much more higher requirements to the tax workers. As for the changes and challenges, the way the local taxation departments establish a scientific and effective performance assessment system, which can objectively and fairly test and access the current work status of the local tax cadres, so that to promote and exert their potential and initiative, seems to be urgent and imperative.Currently speaking, problems like the singleness of the main assessment objects, indistinction of the assessment content, non-objective assessment result, the lack of communication and feedback as well as more formalism and less realism generally exist in local tax departments. Based on that, with the civil servants of taxation bureau in H County as the research objects and with the performance assessment theory as the support, the current performance assessment situation and problems of the taxation bureau in H County is systematically analyzed. With reference to the successful and advanced experience of domestic and foreign governments on performance assessment and the actual situation of the local tax department, the 360-degree assessment is applied to the performance assessment, as a result, the new 360-degree civil servant performance assessment system for taxation bureau in H County is established. Moreover, the illustrations on the design principles and parameters and the implementation processes and guarantee are also put forward in this thesis.With 360-degree assessment applied to all kinds of assessment objects in all directions, it effectively solves the negative problems, such as the singleness of the main assessment objects, non-objective assessment result, etc, making the Civil servant performance assessment of the local taxation bureau in H County more realistic and fair. Thus, not only can it play the theoretical and guiding role in the civil servant performance assessment of local taxation bureau, but also has the crucial and practical significance on further transforming the working concept and service awareness and improving the personal quality and efficiency of the local tax workers. It is expected that this research will have the reference effect on the civil servant performance assessment for other departments.