我国公务员制度经过了 20多年的发展,公务员管理制度建设、服务效能提 升、纪律作风养成等方面均取得了显著成效。同时,由于公务员制度施行的时 间尚短、配套的监督管理制度和后续保障措施不到位、经济社会发展不协调等 原因,公务员队伍中存在较多具有普遍性的问题,如:责任缺失、腐败严重、 效率低下、忙闲不均等等。公务员队伍存在的问题,影响到行政效率和服务效 果,影响到政府形象和府群关系,甚至影响到经济发展和社会稳定。迫切需要 转变管理思维,创新管理模式,结合国情、制度和公务员队伍的现状,认真分 析原因,查找产生问题的根源,提出切合实际的解决措施,使问题得到有效解 决。 以史为鉴,可以知兴衰。回顾我国官吏考核历史,好的考核制度能够促进 官吏更好地履行职责,提高行政效率,促进经济社会的繁荣发展和国家的强盛 稳定;强盛的朝代,对官吏的考核管理更加严格规范。古代官吏考核制度充分 体现了选贤任能、注重实绩、奖优罚劣的思想,对世界文官制度产生了深远的 影响,对我国公务员制度的完善和发展也有深刻启示。从公务员内部治理来看, 加强和规范公务员考核,不折不扣兑现奖惩,是解决公务员队伍现有问题的关 键所在,对于促进公务员尽职尽责、提高行政效率、改善政府形象、促进经济 社会发展等具有重要意义。 绩效考核与公务员注重实绩的考核理念完全吻合,将笼统、抽象的公务员 考核量化和具体化,关注日常表现、注重工作实绩,采用定性与定量相结合的 考核办法,将抽象的德、能、勤、绩、廉考核项目量化,按照优秀、良好、称 职、基本称职和不称职五级考核等次,制定了相应的评价标准。通过对绩效目 标完成情况考核得分、公共考核项目民主测评得分确定考核成绩,依照绩效考 核成绩对公务员进行考核排序,依次确定考核等次。绩效考核既能对公务员作 出客观公正的评价和有效的激励,又能促进单位和员工提高工作成效、共同成 长进步,还能有效解决公务员管理和考核存在的问题,使公务员管理走向规范 化。 绩效考核的实施,需要相关配套措施的辅助和保障,才能充分发挥其应有 I 的作用。通过加强法制建设、创新管理机制,构建规范有序的管理环境,同时 辅之以人文关怀、组织文化建设等措施,切实提髙绩效考核的实际效果,从而 提高公务员工作绩效和政府行政效率。 关键词:公务员,绩效考核,方案设计 II Abstract In the last 20 years, the civil service system in China has been dramatic progress that reflected in many aspects. Such as the quality of management system and ability to establish the new structure achieved greatly increase. However, Due to the civil service system of the time is short, the supervision and management system of form a complete set, and subsequent safeguard measures do not reach the designated position, economic and social development not harmonious, the more universal problems existing in the civil servants lead to exposes some more general problems, such as: lack of responsibility,serious corruption, less inefficiency. Therefore,the problem involved civil servants management has lead to negative effect including not only administrative efficiency and service effectiveness, also the relationship between government with citizen people. Indeed, the problem would get adverse effect the economic development even social stability. Due to this reason, it is more important to change management thinking methods, created new structure and combined with the situation of our country for solves the problems effectively. “ Taking history as a mirror, can know the rise and fall. Review the official inspection history, a good appraisal system can promote officials to better perform their duties. Moreover, it could leading to improve administrative efficiency, promote the prosperity of economic and social development and national strength. Furth more, every past dynasty which choosing official people all followed the efficiency and attempted to change the system better than before. That method would remarkable influence the The civil service system. From the point of internal governance of civil servants, strengthen and standardize the civil service examination, strictly cash rewards and punishment, is the key to solve the problem of the existing civil servants, to promote civil servants conscientious and improve the administrative efficiency, improve the government image, promote economic and social development is of great significance. Performance appraisal and civil service pay attention to performance appraisal III concept. Leading to the general and abstract civil servants assessment quantitative and concrete. Even more,focus on daily performance, pay attention to job performance, by adopting the combination of qualitative and quantitative evaluation methods, the abstract of morality, ability, work,performance, inexpensive quantitative appraisal project, according to the excellent,good, competent and assessment of five grades: basic competent and incompetent, formulate the corresponding evaluation standard. Based on target completion performance score, public project appraisal assessment score to determine the assessment result,according to the order of the civil service examination, performance appraisal result,in turn,determine the assessment order. Performance appraisal can make objective and fair evaluation of civil servants and effective incentives,and can promote units and employees improve work performance, and grow together,also can effectively solve the problems existing in the management and examination of civil servants,civil servant management standardized. The implementation of performance appraisalwould help relevant supporting measures and guarantee to give full play to its due role. By strengthening legal system construction, the innovation management mechanism, building norms and orderly management environment, at the same time supplemented by humanistic care, the organizational culture construction, to improve the actual effect of performance appraisal, thus improve the performance of civil servants and the government administrative efficiency. Key words: civil servants,performance evaluation,research IV 目录 第一章绪论 1 1.1选题的背景及意义 1 1.2文献综述 1 1.3研究方法 3 1.4结构安排 4 第二章我国公务员管理及考核存在的问题 6 2.1公务员管理存在的主要问题 6 2.1.1缺乏责任担当意识 6 2.1.2管理与服务不到位 6 2.1.3行政效率低下 7 2.1.4 行政成本过高 7 2.1.5队伍活力和干劲不足 8 2.1.6员工抗腐蚀能力较差 8 2.1.7奖惩激励机制不到位 8 2.1.8退出机制不完善 : 9 2.1.9部门与员工难以实现双向选择 9 2.2公务员考核存在的主要问题 10 2.2.1 平时考核不到位 10 2.2.2考核标准不明确 10 2.2.3考核等次设定不合理 10 2.2.4考核结果取决于人为因素 11 2.2.5工作实绩考核不到位 11 2.2.6考核的监督机制不完善 11 2.2.7考核结果趋同 12 2.3产生问题的原因分析 12 2.3.1 管理机制不完善 12 2.3.2制度不完善 12 V 2.3.3考核不到位 13 2.3.4监督制约不到位 13 第三章我国古代官吏考核制度回顾 15 3.1我国古代官吏考核制度回顾 15 3.1.1官吏考核萌芽 15 3.1.2官吏考核形成 15 3.1.3考核制度确立 16 3.1.4考核制度发展 16 3.1.5考核制度完备 16 3.1.6考核制度成熟 17 3.2我国古代官吏考核制度经验总结 18 3.2.1考核注重实绩,兼顾德才修养 18 3.2.2惩恶扬善,澄清吏治 18 3.2.3注重法治,弱化人治 19 3.2.4实行分类考核,强化考核针对性 19 3.2.5实行逐级考核,提高考核效果 19 第四章公务员绩效考核方案设计 20 4.1 绩效考核概述 20 4.1.1绩效考核的主要作用 20 4.1.2绩效考核的历史沿革 22 4.2公务员绩效考核指导思想 22 4.2.1 坚持客观公平的考核原则 22 4.2.2突出对工作实绩的考核 23 4.2.3注重绩效辅导和结果反馈 23 4.2.4绩效考核与奖惩相结合 24 4.2.5绩效考核与日常管理相结合 24 4.3公务员绩效考核方案设计 24 4.3.1绩效考核机构及职责 24 4.3.2绩效考核主体及考核对象 25 4.3.3绩效考核等级设定 26 VI 4.3.4绩效考核内容 26 4.3.5绩效考核程序 27 4.3.6绩效考核方式及考核周期 28 4.3.7考核结果使用 32 4.3.8绩效考核申诉 34 4.4公务员绩效考核注意事项 35 4.4.1 全员参与考核 35 4.4.2绩效目标需获得员工认可 35 4.4.3目标高度要适宜 35 4.4.4考核指标要合理 36 4.4.5配套管理要跟进 36 4.4.6提高考核的科技含量 36 第五章完善公务员绩效考核的配套措施 38 5.1加强法制建设,保障考核有效实施 38 5.1.1加强法制建设,做好绩效考核 38 5.1.2加强廉政监督,做好廉政考核 39 5.2创新管理机制,提升考核效能 40 5.2.1完善管理机制,提高考核成效 40 5.2.2推进政务公幵,提升考核效能 41 5.3加强绩效文化建设,营造和谐考核氛围 42 5.3.1加强绩效文化建设,构建和谐组织 42 5.3.2发挥绩效文化的作用,提升组织效能 44 5.4规范薪酬待遇,全面兑现奖惩 45 5.4.1 提高薪酬待遇 45 5.4.2完善职务晋升机制 : 45 5.4.3建立廉政退休奖励金 45 5.4.4完善退出机制 46