关于改进我国公务员绩效评估体系的探析
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摘要
公务员绩效评估是政府对公务员实施科学管理的基础和关键,客观公正地对公务员绩效进行评估,是政府绩效评估中极其重要的一个环节,它为公务员的任用、奖惩、薪酬制度的设计以及培训提供了客观依据,是公务员改进工作、谋求发展及政府提高管理效率的重要途径。本文以全球绩效管理运动、《国家公务员法》的出台为背景,从绩效评估的基本理论入手,立足于我国公务员绩效评估的现状,深入研究了公务员绩效评估的内涵、特征、功能及其理论依据,在借鉴西方发达国家公务员绩效评估实践经验的基础上,尝试提出改进我国公务员绩效评估体系的构想与措施:参照《国家公务员法》的要求,在进一步明确公务员绩效评估工作目标的基础上,运用关键绩效指标(KRI)理论和层次分析方法确定评估指标及其权重,有针对性地构建了三类公务员的评估指标体系;并通过基于KPI的绩效评估体系在实践中的运用及问题分析,提出了解决实践中所遇到难题和进一步完善评估体系的相关措施,力图有效地提升我国公务员绩效评估工作的公正性和客观性,最终达到提高公务员绩效评估工作科学化和现代化水平的目的。
The civil servant's performance appraisal is the key problem of the management on civil servant. It's very important to measure fare and objectively on the civil servant's performance. The civil servant's performance appraisal is an extremely important link in the modern personnel management system in our country. It offers the objective basis for the appointment, the rewards and punishments, salary system and the training of the civil servants, and it has been an important way for the civil servants to improve, develop themselves and for the government to raise the management efficiency. This article took The Global Performance Management Movement as background, based on the perfect of our civil servant's performance appraisal, researched the content、character function and academic basis of civil servant's performance appraisal, through summarizing and using for reference the theoretical research and practices of the civil servant's performance appraisal in developed countries, try to proposes the conceptions and measures about the improvement of our civil servant's performance appraisal: According to the《National civil servants law》, uses the theory of Key Performance Indicators (KPI) and Analytic Hierarchy Process (AHP) to determinate the weight of appraisal indicators, quantify appraisal standard, and has pointed to constructs the appraisal index of three kinds of civil servants. Through the application of civil servant's performance appraisal which based on KPI, proposes a series of measures to solve the problems and consummate the civil servant's performance appraisal system. Finally, realizes the goal of making the civil servant's performance appraisal more impersonal and fair, and promoting the scientific and modernized level of our civil servant's performance appraisal system.
The civil servant's performance appraisal is the key problem of the management on civil servant. It's very important to measure fare and objectively on the civil servant's performance. The civil servant's performance appraisal is an extremely important link in the modern personnel management system in our country. It offers the objective basis for the appointment, the rewards and punishments, salary system and the training of the civil servants, and it has been an important way for the civil servants to improve, develop themselves and for the government to raise the management efficiency. This article took The Global Performance Management Movement as background, based on the perfect of our civil servant's performance appraisal, researched the content、character function and academic basis of civil servant's performance appraisal, through summarizing and using for reference the theoretical research and practices of the civil servant's performance appraisal in developed countries, try to proposes the conceptions and measures about the improvement of our civil servant's performance appraisal: According to the《National civil servants law》, uses the theory of Key Performance Indicators (KPI) and Analytic Hierarchy Process (AHP) to determinate the weight of appraisal indicators, quantify appraisal standard, and has pointed to constructs the appraisal index of three kinds of civil servants. Through the application of civil servant's performance appraisal which based on KPI, proposes a series of measures to solve the problems and consummate the civil servant's performance appraisal system. Finally, realizes the goal of making the civil servant's performance appraisal more impersonal and fair, and promoting the scientific and modernized level of our civil servant's performance appraisal system.
引文
[1]谭功荣公务员制度比较研究[M]重庆:重庆出版社,2007 166页;
[2]姜晓萍,马凯利 我国公务员绩效考核的困境及其对策分析[J]公共行政,2005年(4)60页;
[3]萧鸣政 现代人事考评技术及其应用 北京:中国人民大学出版社,1997 88页;
[4]卓越公共部门绩效评估的主体构建[J]中国行政管理,2004(5)86页;
[5]孙柏瑛 公共部门人力资源管理[M]北京:中国人民大学出版社,1999 137页;
[6]丁煌 西方行政学说史[M]武汉:武汉大学出版社,1999:
[7]曹志 中华人民共和国人事制度概要 北京:北京大学出版社,1985;
[8]邱霈恩 国家公务员公共服务能力[M]北京:中国社会科学出版社,2004;
[9]丹尼尔·雷恩 管理思想的演变[M]北京:中国社会科学出版社,1997;
[10]孙柏瑛 公共部门人力资源管理[M]北京:中国人民大学出版社,1999;
[11]劳拉·朗贝尔公共部门杠杆管理[M]北京:中国人民大学出版社,2002;
[12]陈振明 公共管理学--一种不同于传统行政学的研究途径[M]北京:中国人民大学出版社,2003;
[13]马克·霍哲公共部门业绩评估与改善[J]中国行政管理,2000(3)36-39页;
[14]吴建南,庄秋爽.“自上而下”评价政府绩效探索:“公民评议政府”的得失分析[J]理论与改革,2004年(5);
[15]谭融 公共部门人力资源管理[M]天津:天津大学出版社,2003;
[16]戴维·奥斯本,特德·盖布勒改革政府:企业精神如何改革着政府[M]上海:上海译文出版社,1996;
[17]姚洋制度与效率--与诺斯对话[M]成都:四川人民出版社,2002;
[18]肖鸣政 国家公务员考评教程北京中央民族学院出版社,1995;
[19]蒂姆,彼得森人的行为与组织管理[M]北京:中国轻工业出版社,2004:
[20]李文良 公共部门与人力资源管理[M]长春:吉林人民出版社,2003:
[21]姜海如 中外公务员制度比较[M]北京:商务印书馆,2003;
[22]戴维·H·罗森布鲁姆·罗伯特·s·克拉夫丘克公共行政学:管理、政治、法律的途径[M]北京:中国人民大学出版社,2002;
[23]廖晓珊 县(区)级国家公务员考核评价系统研究 昆明理工大学学报[J],1996(2)126-134页:
[24]Patria de Lancer Jules Marc Holzer Promoting the Utilization of Performance Measure in Public Organization:An empirical study of factors affecting adoption and implementation[J]Public Administration Review vol6,2001;
[25]Michael Armstrong,Angela Baron Performance Management[M]London The Cromwell Press,1998;
[26]Raymond J Corsini Concise Encyclopedia of Psychology[M]John&Wiley and Sons.Inc,1987;
[27]KoontzH,O' Donnel IC Management[M]New York:McGraw-Hill,1980;
[28]Fisher,Rechard.J An Overview of Performance Measurement Public Management[M]McGraw-Hill,1994;
[29]Francesco AM,Gold BA Imitational Organizational Behavior[M]Prentice-Hall International,1998;
[30]Wayne F.Casio Managing Human Resource[M]McGraw-Hill,1995;
[31]Hary Dessler Human Resource Management[M]Prentice-Hall International,1997。
[2]姜晓萍,马凯利 我国公务员绩效考核的困境及其对策分析[J]公共行政,2005年(4)60页;
[3]萧鸣政 现代人事考评技术及其应用 北京:中国人民大学出版社,1997 88页;
[4]卓越公共部门绩效评估的主体构建[J]中国行政管理,2004(5)86页;
[5]孙柏瑛 公共部门人力资源管理[M]北京:中国人民大学出版社,1999 137页;
[6]丁煌 西方行政学说史[M]武汉:武汉大学出版社,1999:
[7]曹志 中华人民共和国人事制度概要 北京:北京大学出版社,1985;
[8]邱霈恩 国家公务员公共服务能力[M]北京:中国社会科学出版社,2004;
[9]丹尼尔·雷恩 管理思想的演变[M]北京:中国社会科学出版社,1997;
[10]孙柏瑛 公共部门人力资源管理[M]北京:中国人民大学出版社,1999;
[11]劳拉·朗贝尔公共部门杠杆管理[M]北京:中国人民大学出版社,2002;
[12]陈振明 公共管理学--一种不同于传统行政学的研究途径[M]北京:中国人民大学出版社,2003;
[13]马克·霍哲公共部门业绩评估与改善[J]中国行政管理,2000(3)36-39页;
[14]吴建南,庄秋爽.“自上而下”评价政府绩效探索:“公民评议政府”的得失分析[J]理论与改革,2004年(5);
[15]谭融 公共部门人力资源管理[M]天津:天津大学出版社,2003;
[16]戴维·奥斯本,特德·盖布勒改革政府:企业精神如何改革着政府[M]上海:上海译文出版社,1996;
[17]姚洋制度与效率--与诺斯对话[M]成都:四川人民出版社,2002;
[18]肖鸣政 国家公务员考评教程北京中央民族学院出版社,1995;
[19]蒂姆,彼得森人的行为与组织管理[M]北京:中国轻工业出版社,2004:
[20]李文良 公共部门与人力资源管理[M]长春:吉林人民出版社,2003:
[21]姜海如 中外公务员制度比较[M]北京:商务印书馆,2003;
[22]戴维·H·罗森布鲁姆·罗伯特·s·克拉夫丘克公共行政学:管理、政治、法律的途径[M]北京:中国人民大学出版社,2002;
[23]廖晓珊 县(区)级国家公务员考核评价系统研究 昆明理工大学学报[J],1996(2)126-134页:
[24]Patria de Lancer Jules Marc Holzer Promoting the Utilization of Performance Measure in Public Organization:An empirical study of factors affecting adoption and implementation[J]Public Administration Review vol6,2001;
[25]Michael Armstrong,Angela Baron Performance Management[M]London The Cromwell Press,1998;
[26]Raymond J Corsini Concise Encyclopedia of Psychology[M]John&Wiley and Sons.Inc,1987;
[27]KoontzH,O' Donnel IC Management[M]New York:McGraw-Hill,1980;
[28]Fisher,Rechard.J An Overview of Performance Measurement Public Management[M]McGraw-Hill,1994;
[29]Francesco AM,Gold BA Imitational Organizational Behavior[M]Prentice-Hall International,1998;
[30]Wayne F.Casio Managing Human Resource[M]McGraw-Hill,1995;
[31]Hary Dessler Human Resource Management[M]Prentice-Hall International,1997。