Study Of Performance Appraisal On Government Service Center Of P District,C City

Government affairs service center,also known as "administrative examination and approval center",is the product of deepening the reform of administrative system and examination and approval system.The operation mode of "one-stop service,parallel examination and approval,operation in the sunshine and standardized management" implemented by the government affairs service center reflects the working concept of service-oriented government in China.At present,nearly 3300 government service centers have been established by local governments in China.At the same time,the government affairs service center also frequently complains because of the phenomenon of "passive face and inaccessible affairs".On the one hand,it is due to the complicated personnel relationship and chaotic daily management of the receptionists of the government service center;on the other hand,it is due to the prominent drawbacks of the performance appraisal system of the government service center.How to improve the service efficiency and administrative efficiency of the administrative service center receptionists,who is employed by other government departments,has become a thorny problem faced by the increasingly mature administrative service centers in various regions.The government affairs service center in P district is the earliest government affairs service center in the city C.The study on Government service center of P district,can fully reflects the main problems and reasons of performance appraisal of receptionists in government service center,and provide reference for deepening the performance appraisal system of reception work in government service center.Based on the concept of public service and service-oriented government,and combined with the current situation of performance appraisal of receptionists in the government service center of P district,this paper carries out a questionnaire survey,analyzes the main problems and causes,and puts forward measures to improve the performance appraisal of receptionists in P district government service center by using the CAF and analytic hierarchy process theory.According to the current situation of performance appraisal and the results of questionnaire survey in the government service center of P district,it is found that there are four problems in the performance appraisal of receptionists in Government service center of P district.Firstly,the receptionists do not pay enough attention to the performance appraisal,secondly,the content of performance appraisal do not connected with the content of reception work,thirdly,the negative skew distribution of appraisal results.Finally,the disconnection between performance appraisal results and personal promotion.Then,it is found that the assessment authority of government service center,the mobility of receptionists,the measurability of window work content and the distribution and application of assessment results all have show significant impacts.Based on this,this paper puts forward the measures to improve the performance appraisal system of the receptionists,who work in the government service center of P district,and re-combs the performance appraisal index of the receptionists of the government service center in P district by using the CAF,and analyzes the performance appraisal index of the receptionists the government service center in P district by using the analytic hierarchy process.Finally,the paper puts forward the idea of setting up the matching system of examination results and promotion.