| With the deepening of the reform of government institutions in China,strengthening performance supervision to promote the ability and service quality of civil servants has gradually become the focus of human resources management in government departments.Township civil servants are front-line workers of grass-roots governments and state civil servants who face the masses directly.Therefore,the working ability and performance level of township civil servants are directly related to the vital interests of the broad masses of the people.Under the background of building a service-oriented government in China,the problems existing in the performance appraisal of township civil servants are fully discovered,and it’s crucial to establish a scientific and effective performance appraisal system and institutional mechanism for township civil servants as soon as possible,to deal with the grass-roots government.Zhuanghe,as a county-level city under the jurisdiction of Dalian,Liaoning Province,has obvious regional characteristics and resource characteristics.Since the reform and opening up,relying on the advantages of Dalian as the first batch of domestic coastal open cities,Zhuanghe has gained a good opportunity for development since the 1990s.At the same time,rapid economic and social development and diversified industrial layout,but also to the grass-roots government civil service capacity challenges.The complex and changing administrative affairs and problems not only require the professional quality and technical skills of public servants,but also require that public servants must have a strong sense of service and be able to cope with all kinds of new affairs and problems force.It is found that under the influence of traditional management concept and official standard,there are still many problems in the performance evaluation of township civil servants in Zhuanghe.The existence of these problems also further affects and restricts the construction of service-oriented government and the improvement of government service quality and service efficiency.In view of this,this thesis aims to analyze and discuss the present situation and existing problems of performance evaluation of township civil servants in Zhuanghe,and to promote the improvement of service quality and service level of township civil servants in Zhuanghe.Based on the theory of public sector human resource management,this thesis takes Zhuanghe township civil servants as the research object,with the help of field investigation and questionnaire survey,on the basis of describing the present situation of performance evaluation of township civil servants in Zhuanghe,This thesis analyzes the problems in the performance evaluation of township civil servants,discusses the causes of these problems,and finally puts forward the concrete countermeasures to improve the performance evaluation of township civil servants in Zhuanghe.It is found that the main problems in the performance appraisal of township civil servants in Zhuanghe include the lack of pertinence of the performance appraisal target,the unreasonable design of the performance appraisal index and grade,the lack of the cycle and the main body setting of the evaluation implementation Science and leadership lack of attention to evaluation feedback and the application of evaluation results failed to enhance the motivation of township civil servants.The main reasons for these problems can be summarized as follows:first,the lack of modern evaluation organization department construction,second,the lack of correct cognition of township civil servant performance evaluation,third,the evaluation communication channel is not smooth,Fourth,the application of evaluation is not encouraging enough.In view of the above problems,this thesis thinks that the following five aspects should be improved:At first,should construct the organization department of performance appraisal,the second is to design the evaluation goal,the other is to reconstruct the performance index system on the basis of strengthening people’s cognition of performance appraisal,and the third is to strengthen the evaluation cycle and the evaluation master Body design,four is to pay attention to performance feedback,strengthen the process of performance interview and evaluation communication,five is to strengthen the application of performance evaluation results of the four-point optimization countermeasures. |
