Research On Performance Management Problems And Countermeasures Of Grass-Roots Tax Authorities

Government performance management is an important means to improve administrative efficiency,reduce administrative costs and promote the transformation of government functions.It is also an effective way to promote the modernization of national governance system and governance capacity.The implementation of government performance management is an important aspect of the innovation of administrative management,which is conducive to improving the government’s credibility and executive power.Over the years,under the guidance of the deployment requirements of the CPC Central Committee and The State Council,the tax authorities have continuously promoted performance management,achieved remarkable results in improving the work process,enhancing the efficiency of collection and management,and strengthening the ability of tax administration,greatly promoting the process of tax modernization.However,on the whole,the performance management of grass-roots tax departments is still in a spontaneous state,the unified and standardized institutionalized construction is lagging behind,supporting mechanisms and measures have not been established,and the role of performance management is still not fully played.Therefore,the important task facing the government is to widely promote and apply the complete,efficient and scientific performance management system at the grassroots level.The author has worked in the grass-roots tax authorities for several years.Through summarizing the good experience and shortcomings in the work,it is not difficult to find that the State Administration of Taxation pays more and more attention to all aspects of performance management,including gradually improving the establishment of performance indicators and the application of performance results.However,the general tax cadres,especially those in the grass-roots tax departments,still do not understand performance management,or only have a partial understanding of it.Therefore,how to better serve the current tax center work is a major opportunity and challenge for the tax department.This paper makes a detailed analysis of the problems and causes existing in the performance management of S County grass-roots tax bureau.First of all,the paper adopts the method of questionnaire survey and interview survey to collect,sort out and integrate the relevant data and information,so as to find out the problems existing in the performance management of S County Tax Bureau,which is conducive to improving the scientific nature and effectiveness of the investigation,and improve the efficiency of the investigation.Through the summary,it is found that there are major problems such as the scientific design of performance indicators to be strengthened,the application of performance appraisal results is not in place,the distortion of performance appraisal information,and the deviation of performance management cognition.Then,it makes an in-depth analysis of the reasons,including that performance indicators are difficult to quantify and decompose;Management mechanism is not in place;Lack of professional personnel and technical means for performance appraisal;Lack of performance management concept.Finally,in view of the existing problems,the paper puts forward four aspects of optimization measures,first,optimize the performance appraisal system;Second,improve the construction of performance management system,strengthen the application of performance appraisal results;Third,strengthen the construction of performance appraisal team and innovate technical means;Fourth,strengthen ideological understanding,create a good performance culture atmosphere.Finally,it is hoped that the performance management level and performance management system of S County Tax Bureau will be continuously improved.To give full play to the role of performance management,and then enable the grass-roots tax cadres to find a breakthrough point between the organizational and personal interests,so that their own goals and behaviors are consistent with the strategic goals of the organization,not only contribute to the realization of the overall goals of the organization,but also realize their own value in it.