Research On The Performance Appraisal Of Township Civil Servants In Nan’an City Based On Management By Objectives

With the advancement of China’s administrative system reform,the new public management theory based on the theory of economics and enterprise management has been paid more and more attention.Management by objectives has been applied as an effective method for enterprise management,applying it to the assessment of civil servants not only implements the development goals,but also promotes the performance appraisal of civil servants,which is of great significance in improving the service level of civil servants.Nan’an city is a county-level city under the jurisdiction of Quanzhou.In recent years,under the dual drive of administrative reform and economic development,Nan’an city has carried out a series of explorations on the evaluation of the management of township civil servants,and it has established a set of performance assessment system for township civil servants based on management by objectives.The system will decompose the overall goal of township development,establish a top-level and bottom-level,bottom-up to ensure that the target system,and the completion of the target as a basis for civil service performance appraisal finally.Through the establishment of assessment index system,refine the assessment indicators,a clear weight ratio,improve the assessment methods and standards to ensure the realization of the target.In the assessment process to set up a list of duties and duties,the development of annual assessment and evaluation elements and methods to carry out mid-year performance evaluation and evaluation at the end of the year,the establishment of assessment objectives consultation mechanism,and gradually form a sound performance appraisal system.However,Nan’an city,in the examination of civil servants in villages and towns there are still lack of targeted assessment of the situation,there is the risk of target bias,the assessment of the individual subjective factors affect the application of assessment results are not in place.By analyzing these problems we can see the main reason for these problems is the insufficient understanding of the situation of township civil servants,the game between the subject of assessment and the object of assessment,the difficulty of quantifying the assessment indicators and the inadequate supporting mechanism of reward and punishment.In view of the above problems and causes analysis,we can optimize the performance appraisal system from the following aspects: Improve the setting of assessment indicators,to further strengthen the quantitative-based assessment methods,pay attention to the normal assessment and control the assessment goal,improve the use of assessment results system.Finally,the paper summarizes the current research and prospects the future research of the topic.