W县人社局公务员绩效考评研究

发布时间：2018-06-02 19:24

本文选题：公务员 + 县级政府　；参考：《湖南大学》2015年硕士论文

【摘要】：公务员绩效考评在当前政治、经济与政府体制改革不断推进的背景下,已成为了政府组织及学术界共同探讨的热点课题。公务员绩效考评具有监督政府公务员行为、提高公务员服务意识、工作绩效进而改善政府管理促进政府良好形象建立的作用。W县人社局公务员作为国家方针、政策的具体落实者,探索性地进行了公务员绩效考评对象分类化、绩效考评主体具体化、绩效考评方法科学化的实践工作。W县人社局通过前期的动员与培训,中期过程的运作与调控、后期绩效考评结果的反馈与应用为期六个月的绩效考评工作的开展,建立了科学的工作分析与职位分类管理,增强了绩效考评结果的应用,公务员个体及公务员队伍管理双效提高。但由于现行公务员绩效考评制度与大环境的缺失及绩效考评内外部驱动力的不足,在绩效考评工作的实际开展过程中仍然呈现出民意测评支持度偏低、绩效考评主体单一、绩效考评实施过程效率偏低及绩效考评后续管理有待加强等问题。因此在后续的公务员绩效考评工作中,加强公务员绩效考评制度与环境的建设并建立专业的绩效考评队伍,在绩效考评过程中增强绩效考评的组织实施加大绩效考评宣传与培训力度,设置多元化的绩效考评主体、丰富绩效考评实施过程中的方法,建立健全信息管理系统,丰富绩效考评的激励手段提高公务员绩效薪资比例、建立公务员晋升生涯通道、引入公务员竞争淘汰机制等尤为重要。本次W县人社局公务员绩效考评的新探索突破了政府部门公务员绩效考评实践操作性较低的局限性,为县级政府公务员绩效考评的实践积累了成功经验、打开了新思路。
[Abstract]:Performance evaluation of civil servants in the current political, economic and government system reform continues to promote the background, has become the government organizations and academia to discuss the hot topic. The performance evaluation of civil servants has the function of supervising the behavior of the government civil servants, improving the service consciousness of the civil servants, improving the performance of the government and then improving the government management to promote the establishment of a good image of the government. The concrete implementation of the policy, exploring the classification of civil servants performance appraisal objects, performance evaluation of the main body specific, performance evaluation methods of scientific practice. W County people and Social Bureau through the early mobilization and training. The operation and regulation of the interim process, the feedback and application of the results of the performance appraisal in the later period, the development of the performance appraisal work for a period of six months, the establishment of scientific job analysis and position classification management, and the enhancement of the application of the results of the performance appraisal. Individual civil servants and civil service management both improved. However, due to the absence of the current performance appraisal system and the environment, and the lack of internal and external driving forces, the actual performance evaluation work still presents a low degree of public opinion evaluation support, performance evaluation of the main body is single. The implementation process of performance appraisal is inefficient and the follow-up management of performance appraisal needs to be strengthened. Therefore, in the follow-up civil service performance appraisal work, strengthens the civil servant performance appraisal system and the environment construction and establishes the specialized performance appraisal team, In the process of performance appraisal, the organization of performance appraisal should be strengthened and the propaganda and training of performance appraisal should be strengthened, the main body of performance appraisal should be set up, the methods in the process of performance appraisal should be enriched, and the information management system should be established and perfected. It is very important to enrich the incentive means of performance appraisal to improve the proportion of civil servants' performance pay, to establish the career path of civil servants' promotion, and to introduce the mechanism of civil servants' competition and elimination. The new exploration of the performance evaluation of civil servants in the W County people's and Social Affairs Bureau breaks through the limitation of low operability in the practice of performance appraisal of civil servants in government departments, which has accumulated successful experience and opened up new ideas for the practice of performance appraisal of government civil servants at the county level.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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