Research On The Optimization Of Performance Appraisal Of Non-staff Personnel In Grassroots Government Departments

The 20th National Congress of the Communist Party of China has made new arrangements to improve the social governance system.How to improve the effectiveness of grassroots governance has become a major issue facing grassroots governments.In recent years,with the increasing number of grassroots governance tasks and the strengthening of territorial responsibilities,grassroots governments have undertaken more work than before.More non-staff personnel enter the grassroots government and become an important executive subject of grassroots governance.Grassroots government non-staff personnel are different from other labor dispatch personnel.Grassroots governments have direct management authority over non-staff personnel in terms of job promotion,salary treatment,performance appraisal,bonus amount,etc.As an important part of grassroots government personnel management,the performance appraisal of non-staff personnel is particularly important for the effective development of grassroots government work.In view of this,this paper discusses the problems and causes in the performance appraisal of non-staff personnel,and explores the optimization path of the performance appraisal of non-staff personnel.This article focuses on the issue of performance evaluation for non staff members in townships.Taking the performance evaluation of non staff members in Meili Town as an example,through methods such as questionnaires and interviews,the current situation of performance evaluation for non staff members in Meili Town is examined,and optimization strategies for performance evaluation of non staff members in townships are explored.By sorting out the three major problems in the performance evaluation process of non staff members in Meili Town,firstly,there is a lack of understanding of performance evaluation,secondly,the performance evaluation system is not perfect,and thirdly,the feedback of performance evaluation results does not match the setting of performance evaluation goals.Analyze the reasons for the above problems from three aspects:the cognition of the performance evaluation subject,the performance evaluation system,and the application method of the performance evaluation results.Propose optimization measures such as enhancing the cognition of the performance evaluation subject,constructing a scientific and reasonable performance evaluation system for non-staff personnel,and strengthening the constraints of performance evaluation goals on the performance evaluation results of non-staff personnel.To this end,it is possible to enhance the awareness of performance evaluation subjects by promoting the formation of performance evaluation concepts for non-staff personnel and strengthening publicity and standardizing the performance evaluation of non-staff personnel;By refining the indicators and weights of performance evaluation,promoting the diversification of evaluation subjects,and standardizing the performance management process,a scientific and reasonable evaluation system is constructed;By establishing a mechanism for applying performance evaluation results,utilizing performance evaluation results through multiple channels,and strengthening tracking feedback on the application of evaluation results,we can fully utilize performance evaluation results.This study builds a set of simple and suitable optimization measures for the performance appraisal of grassroots non-staff personnel to provide reference plans for other similar townships.