基层公务员绩效考核问题与对策——以税务部门绩效考核为例

摘要

基层公务员的工作水平和工作效率直接影响着整个政府的运行水平和效率。基层公务员绩效考核在政府管理工作中至关重要。一个科学、优化、完善的公务员绩效考核体系能够提高基层公务员的工作积极性，从而为建立科学、高效、廉洁的服务型政府奠定坚实基础。因此完善基层公务员绩效考核具有重大的现实意义。

本论文从公务员绩效考核理论知识、目的意义入手，界定公务员绩效考核相关概念，总结借鉴国内外研究现状和实例资料。同时深入基层公务员队伍中，广泛收集资料，以T市税务局绩效考核为研究实例并结合作者的亲身感受，全面、详细、客观地阐述了我国基层公务员绩效考核的现状，认为考核中存在目标不明确、指标设计与实际工作脱离、考核过程复杂、结果不公平等问题。通过对上述问题的深入分析，认为部分基层公务员对绩效考核工作重视程度不够、指标设计没有广泛听取基层意见和建议、绩效考核体系不够完善等是导致上述问题存在的原因。进而结合T市税务局绩效考核实际情况和启示最终提出了既有针对性又有普遍性的改进措施，从而对我国基层公务员绩效考核起到了一定的借鉴作用。

关键词：公务员，绩效管理，绩效考核

ABSTRACT

Work efficiency of basic civil servants direct effect the government operational level and efficiency. Basic civil servants at the basic level performance appraisal in the government management are crucial. A scientific, optimized and perfect performance appraisal system for civil servants can improve working enthusiasm and working efficiency and establish scientific, efficient and honest service government. Therefore the perfect the basic civil servant performance appraisal is of great practical significance. A scientific, optimized and perfect performance appraisal system for civil servants can improve working enthusiasm and working efficiency and establish scientific, efficient and honest service government. Therefore the perfect the basic civil servant performance appraisal is of great practical significance.

In this paper, we discuss the civil servant performance appraisal theory, the purpose and significance, the concepts of civil servant performance appraisal and summarizing domestic and overseas datas. We discuss performance appraisal system of Tax Bureau of T City as example elaborate the present situation of the performance appraisal of civil servants in our country. In the performance appraisal system there are following problems. for example, purpose ambiguity, Index design is detached from actual work, the evaluation process is complex and the result is a problem of inequality. By means of deep analysis we hold the opinion that the basic civil servant performance appraisal system is not greatly enough, the index design is not widely listen to opinions. The performance appraisal system is not perfect. According to T city tax system performance appraisal we put forward universality improvement measure, it has a certain reference for our country of basic civil servant performance appraisal.

KEY WORDS:Civil Servants, Performance Management, Performance Appraisal

目录

目录.............................................................................................................................. I II 第1章绪论 (1)

1.1研究的目的及意义 (1)

1.1.1研究的目的 (1)

1.1.2研究的意义 (2)

1.2国内外研究现状评述 (3)

1.2.1绩效管理理论研究现状评述 (3)

1.2.2绩效考核理论研究现状评述 (4)

1.3研究的方法 (5)

1.4研究的基本内容及主要创新 (6)

第2章绩效考核基本概念及相关理论 (10)

2.1绩效与绩效管理 (10)

2.1.1绩效 (10)

2.1.2政府绩效 (10)

2.1.3绩效管理 (10)

2.2绩效考核的定义与特性 (11)

2.3公务员绩效考核 (11)

2.3.1公务员绩效考核内涵 (11)

2.3.2公务员绩效考核的原则 (12)

2.3.3公务员绩效考核方法 (13)

第3章发达国家或地区公务员绩效考核制度简介及启示 (14)

3.1发达国家或地区公务员绩效考核制度简介 (14)

3.1.1英国公务员绩效考核制度简介 (14)

3.1.2美国公务员绩效考核制度简介 (14)

3.1.3法国公务员绩效考核制度简介 (15)

3.1.4芬兰公务员绩效考核制度简介 (16)

3.1.5香港公务员绩效考核制度简介 (16)

3.1.6其他国家或地区绩效考核制度简介 (16)

3.2发达国家或地区公务员绩效考核制度的启示 (17)

第4章T市税务局公务员绩效考核案例分析 (20)

4.1 T市税务局概况 (20)

4.2 T市税务局机构设置及主要职责 (20)

4.3 T市税务局公务员绩效考核方法简介 (21)

4.3.1绩效考核考评规则 (21)

4.3.2绩效考核指标、分值和方法介绍 (23)

4.4 T市税务局公务员绩效考核特点 (26)

4.5 T市税务局公务员绩效考核现状及存在的问题 (28)

4.5.1 T市税务局公务员绩效考核现状 (28)

4.5.2 T市税务局公务员绩效考核取得的成效 (29)