Research On Personal Performance Appraisal Of "Digital Personnel" In W City Tax System

“Digital personnel” focuses on big data management,design assessment elements around daily assessment and the growth trajectory of tax officials,through quantitative collection based on personal accounts,it is applied to cadre management,forming a comprehensive cadre assessment and evaluation management system that is daily,cumulative,multidimensional,comparable,and data-based.Relying on the personal performance assessment of "digital personnel" and centering on the strategic goal of high-quality promotion of tax modernization in the new development stage,we have scientifically established a tax cadre evaluation system,accurately grasped and applied the internal laws of the cadre team,effectively played the baton role of assessment,and continuously improved the political judgment,political insight,and political execution ability of tax cadres."Digital Personnel" personal performance evaluation prepares personal performance indicators based on organizational performance tasks,job responsibilities,and annual key tasks,tracks the implementation of personal performance in real time,provides timely feedback on the evaluation results,and urges tax officials to perform their duties and fulfill organizational goals and tasks,continuously improving their work quality and ability.This paper takes the "Digital Personnel" personal performance appraisal as the research content,W City Tax System as the research object,explores the problems and causes in the application process of the system.Through literature review,questionnaire survey,and other research methods,combined with practical work situations,the author found that there are mainly problems in the personal performance evaluation work of W city’s tax system,such as some cadres not understanding the evaluation system and methods,insufficient objectivity of personal performance evaluation indicators,unreasonable weight ratio of personal performance evaluation indicators,insufficient use of personal performance evaluation data,and inadequate supervision and implementation of the entire process of personal performance evaluation,Propose corresponding measures and countermeasures,and attempt to propose countermeasures and suggestions from the perspectives of personal performance culture construction,evaluation index system,evaluation index weight,evaluation incentive methods,and evaluation supervision system,in order to further optimize and improve the "digital personnel" personal performance evaluation system.