Research On The Optimization Of Performance Appraisal Index System Of Civil Servants In K District Tax Bureau Of B City

The tax authorities are the departments in charge of the administration of tax collection in our country,which undertake the important duties of organizing tax collection,ensuring national financial revenue,regulating economy and adjusting social distribution.Tax officers at the grassroots level are the executors of tax policies,and their performance directly affects the effective implementation of various policies of tax departments.Taking the tax bureau of district K of B city as the research object,this paper understands the operation situation and existing problems of the civil servant performance evaluation index system of the tax bureau of district K of B city through field survey and questionnaire survey.After summarizing and sorting out the existing problems,it is concluded that there are three main problems in the current performance appraisal index system of civil servants of the tax bureau of district K of B city: first,lack of pertinence,unable to reflect the characteristics and differences of different posts;second,lack of operability,unable to achieve objective and accurate quantitative statistics;third,lack of effectiveness,and failure to integrate organizational objectives into the assessment indicators.In order to optimize the performance appraisal of civil servants and improve the administrative efficiency of grass-roots tax system,this paper starts with the classification of assessment objects,refinement of assessment indicators,re-determination of indicator weights,and construction of supervision and guarantee measures.Firstly,to determine the objective,scope of responsibility and specific practice content of the post,thus building an objective,scientific and comprehensive assessment content;secondly,the assessment conclusions among organizations,departments and individuals are more closely linked by applying the theory of management by objectives so as to achieve the mutual connection and mutual promotion among the three and make the assessment results more perfect and valuable;thirdly,the AHP is used to re-determine the weight of the indicators for the performance assessment of civil servants,and the Fuzzy comprehensive evaluation method is adopted to analyze the re-determined weight of the indicators by examples,so as to avoid subjective mistakes of the assessment subjects in the assessment process and maximize the quantitative statistics of the assessment indicators;finally,the scientific and reasonable measures for the supervision and guarantee of the performance assessment of civil servants are constructed to form a complete indicator system for the performance assessment of civil servants.