Research On Performance Assessment Of Administrative Law Enforcement Civil Servants In S County Taxation Bureau

The tax department plays a crucial role in the government’s economic management,and the performance of tax personnel is directly related to the quantity and quality of tax revenue,which in turn has a profound impact on the development of the entire tax industry.An important measure to vigorously promote the modernization of taxation in the new stage of development.As the ultimate implementation unit of various tax policies,the quality of the work completed by grassroots bureaus directly determines the success or failure of policies.Tax administrative law enforcement civil servants,due to the strong characteristics of their positions and the high professionalism of their work content,should fully consider their performance evaluation,especially the construction of indicators.A scientific,reasonable,and effective performance evaluation index system is conducive to identifying and solving problems in their work,improving the efficiency of tax law enforcement work and industry level,thereby making law enforcement work more standardized and efficient,And further promote the sustainable development of the tax industry.Therefore,conducting research on the performance evaluation of tax administrative law enforcement civil servants has important practical significance.This paper takes the performance appraisal of administrative law enforcement civil servants in the tax bureau of S County as the main research object.Based on the theory of human resource management and Management by objectives,using the methods of literature research,questionnaires and in-depth interviews,and on the basis of analyzing the current situation of the establishment of performance appraisal institutions,appraisal objectives,processes,indicators,and the application of results of administrative law enforcement civil servants in tax,it is found that the distribution of performance appraisal weights is unreasonable Analyze the causes of four issues: insufficient use of incentives in performance evaluation results,lack of objective design of performance evaluation indicators,and lack of correlation between evaluation indicators and organizational goals.Then,based on the data obtained from the survey questionnaire,combined with the work content of administrative law enforcement civil servants,select performance evaluation indicators suitable for administrative law enforcement civil servants,and construct a performance evaluation system.Finally,propose institutional,organizational,technical,and cultural safeguards for the operation of the performance appraisal system.