Research On The Optimization Of Performance Appraisal For Civil Servants In The F Center Of Jiangxi

The new revised version of the "Civil Servant Law" of the People’s Republic of China,released in June 2019,provides a systemic basis for strengthening the performance evaluation mechanism of civil servants and motivating them to fulfill their duties in the new environment.Both the "Regulations on the Evaluation of Civil Servants(Trial)" released in January 2017 and the "Regulations on the Evaluation of Civil Servants" officially released in December 2020 only apply to the evaluation of nonleadership civil servants,and require the competent department to conduct evaluations of leadership cadres in accordance with regulations such as the "Regulations on the Evaluation of Party and Government Leading Cadres".Due to the special positioning of their responsibilities,some personnel in public institutions are managed according to the "Civil Servant Law" even though they are in non-civil service positions.With the increasing size of the public institution workforce in China,it is of great theoretical and practical significance to pay attention to the implementation of the current performance evaluation system for public institution personnel,explore concepts,methods,and approaches,and further enhance the overall incentive effect of the performance evaluation system for public institution personnel.This article focuses on the performance evaluation of public institution personnel and conducts an analysis using case study and field research methods.The study chooses public institution personnel at the F center in Jiangxi as the research object,and based on performance incentive mechanisms,analyzes the specific problems in the performance evaluation system for public institution personnel at the F center in Jiangxi from the aspects of process and results incentive.The study provides targeted recommendations for improvement.The article uses case study and field research methods,conducts case analysis,field research,and interviews.The results show that there are problems in the performance evaluation system for public institution personnel at the F center in Jiangxi,such as unreasonable assessment content,difficulty in balancing fairness and reasonableness,insufficient objectivity in assessment evaluation,concentrated power during the assessment process,inadequate feedback of assessment results,poor application effects of assessment results,and lack of positive incentive orientation.After analyzing the root causes of these problems,the study proposes relevant recommendations,such as scientifically constructing evaluation indicators,strengthening feedback of evaluation results through multiple channels,establishing and improving the evaluation supervision mechanism,fostering the correct organizational culture,and diversifying evaluation elements,to better motivate public institution personnel at the F center in Jiangxi to be innovative and dedicated.This study not only fills the practical experience gap in performance incentive mechanisms in government agency performance evaluations,but also provides strong operational recommendations for the performance evaluation practices of public institution personnel in other institutions.It can also provide practical experience for the promotion and application of performance evaluation for public institution personnel in other public sectors.