Research On The Deviation Of The Performance Appraisal Target Of The Cadres Of The Z Detachment Of The Armed Police

As a special armed force,the existing cadre performance appraisal mechanism provides a strong talent support for the construction of the armed police Z branch.However,with the development of the mission and construction of the armed police force,the cadre performance appraisal mechanism of the Z branch of the armed police force has been unable to meet the needs of the mission and construction development,the objective of cadre performance appraisal has been deviated,and the role of the performance appraisal mechanism cannot be fully played.Therefore,it is an urgent problem to improve and perfect the performance evaluation mechanism of the Z detachment of the armed police,correct the deviation of the performance evaluation objectives,and give full play to the role of the performance evaluation mechanism of the cadres,which should be widely concerned by the armed police forces.Through the analysis of the current situation of the performance appraisal of the cadres of the Z detachment of the armed police,this paper finds that the deviation of the performance appraisal target of the cadres of the Z detachment of the armed police has three characteristics:first,the deviation of the performance appraisal target from the preset appraisal value;second,the deviation of the performance appraisal target from the purpose of taking the mass line;third,the dislocation of the performance appraisal target and the incentive target.In view of the performance of the three aspects of cadre performance evaluation target deviations,this article integrates scientific concepts from the top-level design,optimizes the content of performance evaluation indicators,enriches and improves the main body of performance evaluation,enriches and improves the performance incentive mechanism,improves the detachment performance management system,and establishes a military officer professional system In six aspects,the strategy for correcting the target deviation was proposed.In terms of optimizing the design of the indicator system,the “KRIF” model is adopted to select indicators,and cadres at different levels and different positions are distinguished,and different indicator weights are assigned respectively;Evaluation subject;in terms of perfecting the incentive mechanism,adopt an incentive model with equal emphasis on material and spiritual incentives,and appropriately use negative incentives to organically combine various incentive rewards with cadre performance evaluation.In addition,the improvement and improvement of the cadre performance appraisal mechanism should be carried out under the framework of the performance management system,so that the cadre performance appraisal goals can be accurately achieved.