A Study On The Performance Assessment Of G City Product Quality Comprehensive Inspection And Testing Centre Based On Balanced Scorecard

China’s reform of public institutions has gradually advanced,and the criteria for reforming public welfare institutions have been clearly divided into three categories,namely undertaking administrative functions,engaging in production and business activities and providing public services.By providing public services to the public,public welfare institutions can not only promote economic development,but also the process of social development.Therefore,in order to make public welfare undertakings work as effectively as they should,it is necessary to further optimise the performance appraisal system for public welfare undertakings and to set the indicators in the performance appraisal system in a reasonable and fair manner in order to motivate public welfare undertakings to provide highquality public services.The G City Comprehensive Product Quality Inspection and Testing Centre is a public welfare category one institution.For a long time,the performance appraisal of employees in this testing centre has referred to the practice of civil service performance appraisal,which is based on qualitative and subjective evaluation and is prone to be formal.This paper firstly starts from the concepts related to institutions and performance appraisal,and provides an overview of public management theories such as the balanced scorecard theory and polycentric governance theory.Secondly,the current situation of performance appraisal in testing centres is studied and analysed,and the main problems of the current performance appraisal are analysed through a questionnaire survey to understand employees’ views on performance appraisal in testing centres.Again,the performance appraisal design and optimisation of the testing centre is carried out by drawing on the balanced scorecard theory and polycentric governance theory.By dynamically adjusting the four dimensions of the balanced scorecard-finance,customers,internal processes,and learning and growth-the testing centre performance appraisal indicators are redesigned,and the weighting of the performance appraisal indicators is quantified using hierarchical analysis to form new performance appraisal scoring criteria.Multi-centre governance theory was introduced to adjust the performance appraisal organisation.Finally,relevant suggestions and measures are put forward for the implementation process and the application of results in the performance appraisal of testing centre staff.This paper proposes a series of optimisation measures in terms of the optimisation and adjustment of some key appraisal indicators,the establishment of a two-way feedback and communication mechanism,and the multi-dimensional application of performance appraisal results.In addition,this paper also adds to the performance appraisal content specific to institutions,such as:strengthening the awareness of leaders’ responsibility for performance appraisal,breaking the iron rice bowl mentality,strengthening the close connection between the whole process of performance appraisal,and establishing a perfect performance appraisal training system.It is expected to serve as a reference for the performance appraisal work of other institutions,improve the performance appraisal scheme of institutions and related supporting measures,and effectively solve the performance appraisal problems of testing centre staff.