【作者】 田巍；

【导师】 季玉群；

【作者基本信息】 东南大学 ， 公共管理， 2015， 硕士

【摘要】 2008年,国家启动了选聘优秀高校毕业生前往农村(社区)任职的工作,其初衷是为解决基层干部存在的年龄结构偏大、学历程度不高、待遇不高等所导致的基层工作方法简单、基层特别是农村的发展缺乏动力等问题。随着该项工作的深入,赋予了大学生村官更多的历史使命,就是要加快推动社会主义新农村的建设,培养出一批经过基层锻炼的、与人民群众情谊深厚的党政干部后备储蓄人才。目前为止,该项工作取得了较好成效,给基层干部队伍注入了生机和活力。但是,由于大学生村官考核机制在实际操作上存在的问题,大学生村官缺少扎根基层认真工作的动力和压力,造成干多干少一个样,大学生村官制度并没有很好地实现预期的目标。经过调研发现,很大一部分大学生村官被借调在上级机关,基层组织力量依然薄弱；一些大学生村官不愿意与群众打交道,基层工作能力较弱,对于新农村建设没有建树；部分将岗位作为跳板,不能安心工作,对群众没有感情,没有培养价值等。同时由于目前大学生村官工资待遇比一般村(社区)工作人员高很多,很多基层干部认为大学生村官刚毕业,工作做得不多,工资却拿的不少,引发了基层干部的不满,造成基层的不稳定。而绩效考核作为组织进行控制管理、激励约束员工行为的有效工具,不但可以作为奖惩、升迁、调整薪酬、培训学习及改善管理的重要依据,还能够从一定程度上激励员工的工作积极性,提高整个组织的士气。因此,要想大学生村官制度更有效的发挥它的作用,就需要我们建立一个完善的大学生村官绩效考评体系。基于上述研究背景,本文对大学生村官考核制度的现状进行分析,针对大学生村官绩效考核存在的问题和出现问题的原因,借鉴国内外公共部门绩效考核的有关理论和先进经验,从大学生村官的岗位特征以及工作职能出发进行具体的指标分析,再运用科莱斯平衡记分卡的基本思想,初步确定大学生村官绩效考核的指标,然后通过德尔菲法征询专家组成员的意见,对选出的这些指标进行筛选和修正,采用专家评定法确定一级指标权重。在改进大学生村官绩效考核指标设计的同时,努力构建大学生村官绩效考核体系,进一步完善大学生村官的绩效考核工作,推动大学生村官制度更加完善。更多还原

【Abstract】 In 2008, the central government started to hire college graduates to work in countrysides and communities with the purpose of solving problems of grassroots cadres who tend to be too old with less education, and usually get a low salary, which have led to naive grassroots working methods and to the absence of motivation in the development of rural areas. As the work progresses, "little village officials" are given more historical missions, that is, to accelerate the construction of socialist new countrysides, and to train the party and the government’s back-up cadres who share the same feeling with the masses. So far, this work has made some achievements and has brought new vigor and vitality into the grassroots cadres.However, there remains a problem in the assessment mechanism of the "little village officials". Some of the officials lack the real motivation and pressure to work in countrysides. This makes people think that it is just the same no matter how much they have done.In this way, the system of "the little village officials" has failed to live up to our expectations. Through the survey, the author finds that some graduates are not willing to make contact with the masses and are not qualified at all to do their works, so that they make no contribution to the construction of new countrysides. And some others even use this job as a springboard. They don’t keep their minds to work and don’t cultivate relationships with people. Besides, at present, some village cadres are not happy about the little village officials, who usually do little work but has got higher salary than ordinary village staffs, which will lead to the unstable of the grass-roots units. As the tool of regulation, stimulation, restraint and supervision, performance review can not only be used as a basis of rewards and punishment, promotion, salary adjustment, educational training, and business improvement, but also can encourage employees and promote their morale. Therefore, the system of the "little village officials" should be improved by establishing a scientific performance review.By analyzing the current situation of the assessment mechanism of the "little village officials", this paper points out some problems of the system and the cause of those problems, and finally, it offers some ideas to establish the performance review of the "little village officials".更多还原