Research On The Problems And Countermeasures Of The Performance Appraisal Of Public Welfare Class I Institutions In The Agricultural And Rural Sector In W City

In recent years,the reform of public institutions in China has received increasing attention,with party committees and governments at all levels organizing and promoting it diligently.As the reform of public institutions progresses and deepens,the performance appraisal of public welfare class I institutions has gradually entered a challenging phase of reform,attracting more attention and importance.Consequently,relevant policies and documents have been successively introduced and implemented.On the other hand,the 20 th National Congress of the Communist Party of China proposed the comprehensive promotion of rural revitalization and the development of agriculture,rural areas,and farmers as the central goals and important tasks in the new era.Given these two major contexts,fully leveraging performance appraisal as an incentive in public welfare class I institutions within the agricultural and rural sector is a crucial and far-reaching matter.This article focuses on the public welfare class I institutions in the agricultural and rural sector in W City.Based on a comprehensive review of domestic and international research on performance appraisal in public sectors,it elucidates the concepts related to agricultural and rural sector,public welfare class I institutions,and performance appraisal.Drawing upon theories such as New Public Service Theory,Incentive Theory,and Goal Theory,the article describes the current status of performance appraisal in public welfare class I institutions within the agricultural and rural sector of City W from four perspectives: principles and objectives,processes and methods,content and standards,and feedback and application of results.Furthermore,through questionnaires and interviews with different groups,the article delves into the existing problems in performance appraisal within these public welfare class I institutions and identifies their causes.These problems primarily stem from inadequate understanding of performance appraisal,incomplete quantified indicators for certain positions,limited professional competence of evaluators,and an insufficient feedback mechanism for performance appraisal.Based on these findings,the article proposes targeted measures,including updating the concept of performance appraisal,optimizing the design of performance appraisal indicators,improving the professional quality of evaluators,enhancing communication in performance appraisal,and utilizing appraisal results effectively.These measures aim to better stimulate work motivation,enhance work performance,and maximize public interests.