Research On The Performance Appraisal System Of The Personnel Managed By Reference To Civil Servant Law Of The Old Cadre Activity Center Of D City

Civil servant performance appraisal is the key of civil servant management.Improving and perfecting the performance appraisal of civil servants plays an obvious role in improving administrative efficiency,strengthening civil servants’ ability and quality and improving work quality.With the progress of the country and society,the requirements of civil servants in the new era are getting higher and higher.Therefore,although the assessment of civil servants has been on the path of standardization and institutionalization for more than ten years,there is still much to be improved.The government has made some reforms to the performance appraisal of civil servant,and many scholars have conducted in-depth research on this subject,but they still haven’t found a universal method.On the basis of study of the predecessors,this paper will try to discuss this topic,to find out a civil servant assessment system applicable to a specific department.This paper takes the performance appraisal of the personnel managed by reference to civil servant law of the old cadre activity center of D city as the research object,and analyzes the status quo,existing problems and the reasons of performance appraisal of the personnel managed by reference to civil servant law in this department.It is believed that there are seven problems: such as the lack of specific performance appraisal indexes,the lack of a fixed assessment institution,the lack of voting right of the service objects,the rating of only outstanding candidates,the excessive proportion of leading group members in the assessment score,the unfairness in the interaction between leading cadres and ordinary cadres,and the unreasonable utilization of the assessment results.In order to solve these problems,under the guidance of Two-factor Theory and Equity Theory,a new assessment system was established by combining the KeyPerformance Indicator Method and the 360-degree Assessment Method.In this system,17 second-level assessment indicators are determined by means of Delphi method,and these indicators are given weights by means of Analytic Hierarchy Process.Then the Fuzzy Comprehensive Evaluation Method is used to verify the system.In this study,it is believed that the new assessment system which is more conducive to creating a good atmosphere and covering a wider range of assessment personnel can make a reasonable assessment,and is more fair and reasonable than the original assessment system.At the end of this paper,some Suggestions are put forward to ensure the implementation of this assessment system.