Research On The Staff Performance Appraisal Of CQ Town Government In Z City

As the dominant force of regional poverty alleviation,economic development and urban construction,rural grass-roots staff have a close relationship with the people.They have a comprehensive ability level which affects the implementation of agricultural policies and the service level of social management directly.The stuff represent the image and affect the credibility of the government.Accordingly,it is necessary to evaluate the working ability and professional level of rural staff.Scientific and effective performance evaluation with strong operability can not only encourage the morale and improve the motivation of staff,but also promote the administrative efficiency of township government and bring benefits to the people.Firstly,this paper summarizes the background and significance in conducting performance assessment,defines the concept of performance appraisal for all stuff of rural government by referring to the relevant literature of performance appraisal standards,systems and problems at home and abroad.Based on the target management theory and incentive theory to guide the performance appraisal of township staff to learn goal management method,key performance indicator method,balanced scorecard and 360-degree performance evaluation method.This paper introduces the rank structure,education background,age and other basic information of CQ town staff briefly and summarizes the current performance assessment methods from the aspects of assessment content,scoring method,assessment procedure,result determination,organization and implementation of CQ town.Through interviews with the department leaders,department heads,general staff and village staff in CQ town of Z city,we can understand the current status of the implementation of the performance assessment method for all employees.The existing problems were discovered and then discussed in depth through the formulation of the interview outline,what are that there are no quantitative indicators for the completion of the department's work objectives,the proportion of the department's actual performance evaluation is too high,the evaluation standard is too single,the evaluation body and the implementation body are imperfect,the evaluation results are not fully utilized,and the implementation process lacks external supervision.After studying and analyzing the causes of problems and the factors that affect performance evaluation,we found that it is manifested in the lack of specialized talents and scientific methods,the lack of incentives for the use of results,the low awareness of staff on performance evaluation,and the lack of standardization of procedures.Finally,the countermeasures and suggestions for optimizing the performance appraisal of all CQ township staff are proposed from four aspects.First is to change the concept of performance assessment and achieve two adherences;and second is to improve the subject and object of assessment implementation;the third is to refine the assessment standards of departments and staff,change the ratio,and implement by classification;and the fourth is to improve the guarantee of the system,rewards,publicity and training.To further achieve the goal of CQ Town,I hope that the enthusiasm of the staff can be mobilized and the scientific management level of the staff can be enhanced through the implementation of the above suggestions.