Research On The Optimization Of Personnel Performance Appraisal Scheme Of Public Welfare Institutions ——A Case Study Of W Institution Alliance In Hangzhou

With the promotion of the reform of public institutions at all levels,the three categories of undertaking administrative functions,production and operation activities and public welfare services have become the standard for the classification reform of public institutions.Only service units that continuously strengthen the public welfare attribute can retain the establishment of public institutions.At present,among the public welfare institutions,public welfare institutions play a positive role in providing public services,promoting economic development and promoting social progress.The performance appraisal of public welfare institutions in China is the internal essence of the promotion of performance salary reform.Only by setting the indicators of the performance appraisal system scientifically,reasonably and fairly,can the performance salary reform be effective and finally encourage public welfare institutions to provide high-quality public services.Taking Hangzhou w unit alliance as the research object,this paper deeply understands the performance appraisal in Hangzhou w unit alliance through questionnaire survey and face-to-face interview,and points out the main problems existing in the performance appraisal work,including the idea of performance appraisal,the setting of performance appraisal index system,the follow-up feedback and communication of appraisal,the application of appraisal results and so on,The reason for the problem is that the revenue source of public welfare units is completely allocated by the finance.Because the characteristics of non-profit and public welfare services of the units determine that the public welfare service products provided by the units cannot be specifically expressed,many work needs to be completed in cooperation.At this time,some employees will make up the number,but it will not affect the income.Over time,the thinking of the alliance personnel of public welfare institutions will be rigid and solidified.In addition,there are many service posts and professional and technical posts in the unit,and the people who formulate the performance appraisal scheme still have deficiencies in relevant knowledge.Therefore,there will be loopholes in the establishment of the performance appraisal scheme.At the same time,due to the significant non-profit and public welfare characteristics of the unit,the public welfare services provided are not linked to economic interests,and the work of many employees cannot be quantified,which makes it impossible for enterprises to set up key indicators to carry out targeted assessment.The author summarizes,collates and makes some analysis,and puts forward relevant performance assessment scheme optimization suggestions.This paper makes corresponding thoughts on the optimization of performance appraisal scheme,such as adjusting key appraisal indicators,feedback,communication and supervision mechanism for follow-up appraisal,and how to apply the results after appraisal,supplemented by supporting measures of performance appraisal scheme,such as strengthening the sense of responsibility of leaders,changing the iron rice bowl idea of employees,doing a good job in communication with the assessed personnel,and establishing a perfect performance appraisal training system.It is hoped that by optimizing the performance appraisal scheme and relevant supporting measures,the problem of personnel performance appraisal in public welfare units can be solved,which is of certain reference significance to the reform of personnel performance appraisal in other similar public welfare institutions.