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绩效评估是公务员管理中的重要环节。在我国现行公务员绩效评估体系中,存在着绩效指标效度较低,绩效评估方式陈旧、单一,评估主体的非专业化和评估过程的形式化,绩效管理功能严重缺失等问题。从胜任力的视角建立公务员胜任力模型,首先要做好职位分析工作;其次制定出具体化的针对性强的绩效标准体系;最后从国内建立公务员胜任力模型的实践来看,基本是以问卷调查法为主。胜任力模型建立后,绩效评估的主要工作步骤就是绩效评估目标的设定、实施、控制与反馈。
Performance evaluation is an important part of civil servant management. In China’s current civil servant performance appraisal system, there are some problems such as low validity of performance indicators, outdated and unoptimistic performance appraisal methods, non-specialization of appraisal subjects, formalization of appraisal process and serious loss of performance management functions. From the perspective of competency, the establishment of civil service competency model, we must first do a job analysis; followed by the development of a specific and targeted performance standards system; Finally, from the domestic practice to establish the civil service competency model, the basic is based on the questionnaire Investigation-based. After the establishment of competency model, performance evaluation of the main work steps is the performance evaluation goals set, implementation, control and feedback.