乡镇公务员绩效考核体系研究
摘要
乡镇公务员绩效考核是切实提升乡镇公务员素质和技能的有效手段,能够督促他们改正不足,总结经验,是公务员绩效考核的重要组成部分。
本文在查阅国内外关于开展公务员绩效考核的资料的基础上,以城阳区H镇公务员绩效考核为例,对乡镇公务员绩效考核的历史变革和现状进行了多维度的调查并做了深入剖析,发现乡镇公务员绩效考核存在的问题突出表现在考核主体缺乏群众评议的地位,考核结果无法起到激励的作用,考核指标设计模糊,缺乏针对性,考核指标权重确定的不合理,不分主次,无视差别等,并从组织内外部环境出发,比较全面地给出了原因分析,主要包括：制度不完善,缺乏相配套的法律规范；绩效考核的基础性工作缺乏,职务分析不够；思想认识极端,心态不端正。针对上述问题,文章基于乡镇政府的工作实际,本着职能依据、动态激励、成本效益和稳定性与发展性相结合的原则,提出了构建适合乡镇政府的公务员绩效考核体系：明确考核的目的,确保考核的方向；考核主体的确立：因地制宜使用360°全面考核；考核方法的选择：调查访谈和谈话述职报告法相结合；乡镇公务员绩效考核指标体系的建立,确保考核更具有针对性和科学性。最后,文章又对确保这套体系能够顺利实施提出了几点保障的机制。
论文列出的主要问题和原因分析,以及体系的建立,可供各地乡镇政府在制定有关决策时参考,以切实提高乡镇公务员绩效考核的实效性,确保考核的客观性和真实性。同时也给广大的乡镇政府干部职工以警示,使其充分认识到绩效考核的重要性,努力提升工作的素质和技能,促进人格的自我完善,从而为行政管理体制改革注入活力,提供高水平的公务员队伍。
Performance evaluation is an effective mean to enhance the quality and skills of the township civil service, to urge them to correct deficiencies, lessons learned, and it is an important part of performance appraisal.
In this paper, I access to domestic and international civil servants to carry out performance evaluation on the basis of the information to Chengyang H Town civil service performance appraisal, for example, the township civil service performance evaluation of historical changes and current status of the investigation carried out multi-dimensional and made a deep analysis, Township Official Performance found a problem highlighted in assessing the status of the main lack of mass appraisal, assessment results can not play the role of incentives, assessment index design fuzzy, lack of specificity, evaluation index weights are unreasonable, regardless of primary and secondary, ignore the difference and so, and internal and external environment, starting from the organization, relatively comprehensive analysis of the reasons given, including:system is flawed and the lack of legal norms to match; performance assessment of the lack of basic work, job analysis is not enough; thinking understanding of extreme, attitude is not correct. Address the problem, the article is based on actual work of township government, in line with Functions basis, dynamic incentives, cost-effectiveness and stability of combining with the development of the principle of building proposed for the township government's Civil Service performance appraisal system:a clear purpose of the assessment, ensure that the assessment of the direction; assessment to establish the main body:360°using a comprehensive assessment according to local conditions; assessment method choice:survey interviews and conversations debriefing report on the Combination; township civil service performance evaluation index system, to ensure more targeted and scientific examination. Finally, the article again to ensure the smooth implementation of this system gives some protection mechanism.
This Paper lists the main problems and causes, and the system should be established around the township government for formulating decisions in reference to effectively improve the township Civil Servant effectiveness, and ensure that the assessment of the objectivity and authenticity. At the same time, it is also to warn the vast number of cadres and workers of the township government, in order to make them fully aware of the importance of performance appraisal, to upgrade their quality and skills, promote self-improvement personality, so as to energize the administration reform, provide high quality civil service.
本文在查阅国内外关于开展公务员绩效考核的资料的基础上,以城阳区H镇公务员绩效考核为例,对乡镇公务员绩效考核的历史变革和现状进行了多维度的调查并做了深入剖析,发现乡镇公务员绩效考核存在的问题突出表现在考核主体缺乏群众评议的地位,考核结果无法起到激励的作用,考核指标设计模糊,缺乏针对性,考核指标权重确定的不合理,不分主次,无视差别等,并从组织内外部环境出发,比较全面地给出了原因分析,主要包括：制度不完善,缺乏相配套的法律规范；绩效考核的基础性工作缺乏,职务分析不够；思想认识极端,心态不端正。针对上述问题,文章基于乡镇政府的工作实际,本着职能依据、动态激励、成本效益和稳定性与发展性相结合的原则,提出了构建适合乡镇政府的公务员绩效考核体系：明确考核的目的,确保考核的方向；考核主体的确立：因地制宜使用360°全面考核；考核方法的选择：调查访谈和谈话述职报告法相结合；乡镇公务员绩效考核指标体系的建立,确保考核更具有针对性和科学性。最后,文章又对确保这套体系能够顺利实施提出了几点保障的机制。
论文列出的主要问题和原因分析,以及体系的建立,可供各地乡镇政府在制定有关决策时参考,以切实提高乡镇公务员绩效考核的实效性,确保考核的客观性和真实性。同时也给广大的乡镇政府干部职工以警示,使其充分认识到绩效考核的重要性,努力提升工作的素质和技能,促进人格的自我完善,从而为行政管理体制改革注入活力,提供高水平的公务员队伍。
Performance evaluation is an effective mean to enhance the quality and skills of the township civil service, to urge them to correct deficiencies, lessons learned, and it is an important part of performance appraisal.
In this paper, I access to domestic and international civil servants to carry out performance evaluation on the basis of the information to Chengyang H Town civil service performance appraisal, for example, the township civil service performance evaluation of historical changes and current status of the investigation carried out multi-dimensional and made a deep analysis, Township Official Performance found a problem highlighted in assessing the status of the main lack of mass appraisal, assessment results can not play the role of incentives, assessment index design fuzzy, lack of specificity, evaluation index weights are unreasonable, regardless of primary and secondary, ignore the difference and so, and internal and external environment, starting from the organization, relatively comprehensive analysis of the reasons given, including:system is flawed and the lack of legal norms to match; performance assessment of the lack of basic work, job analysis is not enough; thinking understanding of extreme, attitude is not correct. Address the problem, the article is based on actual work of township government, in line with Functions basis, dynamic incentives, cost-effectiveness and stability of combining with the development of the principle of building proposed for the township government's Civil Service performance appraisal system:a clear purpose of the assessment, ensure that the assessment of the direction; assessment to establish the main body:360°using a comprehensive assessment according to local conditions; assessment method choice:survey interviews and conversations debriefing report on the Combination; township civil service performance evaluation index system, to ensure more targeted and scientific examination. Finally, the article again to ensure the smooth implementation of this system gives some protection mechanism.
This Paper lists the main problems and causes, and the system should be established around the township government for formulating decisions in reference to effectively improve the township Civil Servant effectiveness, and ensure that the assessment of the objectivity and authenticity. At the same time, it is also to warn the vast number of cadres and workers of the township government, in order to make them fully aware of the importance of performance appraisal, to upgrade their quality and skills, promote self-improvement personality, so as to energize the administration reform, provide high quality civil service.
引文
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28.郭华.科学发展观与绩效考核改革[J].闽江学院学报,2005,(1)
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34.江滨.杨长虹.企业周边绩效问题研究[J].人力资源,2005
35.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].社会科学研究,2005,(1)
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2. 秦晓蕾.王强.国家公务员绩效考核指标体系实证研究[J].南京社会科学,2006,7
3. 沈定军.刘洋洋.英美国家公务员绩效考核对我国的启示[J].中国集体经济,2007,2
4. 石飞.乔坤.乡镇政府公务员考核制度存在的问题与对策[J].理论界,2005,10
5. 唐守国.罗海涛.公务员周边绩效相关因素分析[J].辽宁工程技术大学学报(社会科学版),2007年第四期
6. 王阳.公共部门人力资源绩效考核问题研究[J].辽宁行政学院学报,2006,4
7. 闫永晶.国家公务员绩效考核指标的有效性分析[J].党政干部论坛,2007,5
8. 闫娟.完善我国公务员绩效管理的思考[J].云南行政学院学报,2008,5
9. 杨学娟.公务员绩效考核：实践困境与对策[J].天水行政学院学报,2005,4
10.祝建兵.王春光.论公务员考核制度改革[J].江西行政学院学报,2003,1
11.周晓玮.我国公务员绩效测评的困境与原因初探[J].理论探讨,2003,3
12.张元.吴英.杨玉秋.浅论我国的绩效考核制度--从英国的绩效考核制度谈开去[J].理论界,2006,7
13.朱建建.我国公务员考核制度存在的问题及对策[J].陕西省行政学院陕西省经济管理于部学院学报,2006,1
14.衡霞.公务员绩效考核的基础理论研究[J].理论界,2007,(5)
15.黄健新.公务员绩效考核研究文献综述[J].安徽农学通报,2007,(13)
16.黄健新.谢志忠.乡镇公务员绩效考核实例调查—闽侯县上街镇的案例分析[J].云南电大学报,2007,(9)
17.段向阳.长沙市基层公务员考核体系研究.[学位论文]北京：国防科学技术大学,2007
18.王娜.我国基层公务员考核问题及对策研究.[学位论文]北京：北京科技大学,2005
19.邱立.赣州市地方税务局公务员绩效考核体系研究.[学位论文]江西：南昌大学,2007
20.冀鹏.新泰市乡镇公务员绩效考核研究.[学位论文]北京：北京科技大学,2007
21.黄健新.谢志忠.乡镇公务员绩效考核探讨[J].中国农学通报,2007,(9)
22.王阳.公共部门人力资源绩效考核问题研究[J].辽宁行政学院学报,2006,(4)
23.吴志澄.论县级政府领导班子政绩考核指标体系和评价方法[J].中共中央党校学报,2002,(8)
24.赵曙明.人力资源管理研究[M].中国人民大学出版社,2001
25.唐守国.罗海涛.公务员周边绩效相关因素分析[J].辽宁工程技术大学学报,2007,(4)
26.严进.周边绩效[J].外国经济与管理,2000,(1)
27.梁星华.试论公务员考核量化指标体系的构建[J].南京社会科学,2006,(7)
28.郭华.科学发展观与绩效考核改革[J].闽江学院学报,2005,(1)
29.高正宇.政府绩效评估中的公务员考核策略研究[J].行政与法,2006,(11)
30.(美)哈罗德·孔茨.海因茨·韦里克.管理学[M].北京：经济科学出版社,1998年152-154
31.黄显中.李政.我国公务员绩效考核的现存问题与改进策略[J].南京财经高等专科学校学报,2008,(1)
32.何丽鹃.毛家琼.胡蓓.我国公务员绩效考核中存在的问题与对策分析[J].技术与市场(上半月),2006,(10)
33.衡霞.公务员绩效考核的基础理论研究[J].理论界,2007,(5)
34.江滨.杨长虹.企业周边绩效问题研究[J].人力资源,2005
35.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].社会科学研究,2005,(1)
36.(英)理查德·威廉姆斯.业绩管理[M].大连：东北财经大学出版社,1999,178-183
37.理查德·威廉姆斯著.蓝天星翻译公司译.组织绩效管理[M].清华大学出版社,2002
38.李丽琴.尹洁.姜燕燕.如何量化公务员的绩效考核[J].陕西行政学院学报,2008,(3)
39.刘维佳.王翌.我国公务员绩效考核的问题及其对策分析[J].技术与市场,2007,(3)
40.刘齐巍.刘齐宏.国家公务员绩效考核体系中的问题诊断与对策探讨[J].福建论坛(社科教育版),2007,(6)
41.李忠波.充分发挥公务员绩效考核的激励导向作用[J].云梦学刊,2006,(5)
42.李中放.论我国公务员绩效考核[J].湖南行政学院学报,2005,(2)
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