Study On The Performance Appraisal Of Middle Managers In The Administrative Committee Of Tengzhou Economic Development Zone

By the end of 2013,classification reform of most public institutions has basically completed,therefore the performance appraisal reform becomes the next hot issue of further reform of public institutions.How to improve the management and service of institution staff by the way of performance appraisal is very important to enhance the overall service consciousness and masses’ ratification.The thesis demonstrates the back ground,purpose and significance,illustrates domestic and international studies of corresponding areas and relevant the cortical concepts,and focuses on the comparison of characteristics of commonly-used performance appraisal tools and their applied situation.The practical study takes middle managers of the administrative committee of Tengzhou economic development zone as an object,clarifies the general situation and organizational structure of the administrative committee,analyses and finds out deficiencies the current performance appraisal system.These deficiencies mainly include: lack of awareness of performance management,unsound feedback system of performance management,no incentive effect of performance management and absence of performance appraisal supervision and results grievance machinery.Then the study analyses advantages and disadvantages of 360 degree performance appraisal method,goal-management method,balance-counting-card method and key performance indicators method and determines the key performance indicators method as the final performance appraisal approach.Based on the actual situation of the administrative committee of development zone,the thesis specifies performance appraisal indicators,confirms the weight of every performance appraisal indicator and designs the final plan of performance appraisal.Lastly the thesis advises that preparations of performance appraisal plan should be ensured by personnel security,system guarantee and advocacy training and the grievance machinery determined based on the possible issues during the implementation of performance appraisal.