【作者】 吕佳；

【导师】 陈万明；

【作者基本信息】 南京农业大学 ， 行政管理， 2006， 硕士

【摘要】 公务员绩效评估是公务员管理的重要组成部分，是人事行政的重要环节，也是发现、选拔优秀行政管理人才的重要途径。随着我国公务员制度的不断完善，公务员绩效评估作为公务员制度的“中枢”也逐步走上规范化、科学化、法制化的轨道，但还存在着评估流于形式，重定性评估、轻定量评估，不重视评估信息的反馈，评估结果使用不当等弊端，致使公务员绩效评估的激励作用得不到应有的发挥，也影响评估的公正性和合理性。 本研究将公务员绩效评估体系与当代构建服务型政府的趋势结合起来，将“以民为本”的服务理念有机融入公务员的绩效评估体系的研究之中，以服务型政府、现代公共管理、人力资源开发以及现代绩效管理理论为基础，全面考察了当前公务员绩效评估的现实困境，找出其与建立服务型政府的现实差距和契合点，深入阐述了以服务型政府为导向的公务员绩效评估体系的基本构想。 本文主要的观点与结论如下： 第一、服务型政府理念对于公务员绩效管理存在内在要求，通过改善公务员的绩效来促进服务型政府建设，是一种可行的方案。本文认为当前政府均面临提高行政绩效水平的问题，而提高政府绩效水平的关键在于提高公务员的绩效水平。因此，建立一个良好的公务员绩效评估体系对于服务型政府的绩效提升作用也就显而易见。经过分析，本文认为服务型政府对于构建新型的公务员绩效评估体系的总体要求是：首先，牢固树立公共服务意识，其次，建立富有针对性且具有可操作性的评估指标体系。再次，探索开放性的评估制度。最后有效运用评估结果，充分发挥评估的反馈作用。 第二、基于现行公务员绩效评估与构建服务型政府的不适分析，本文提出以服务型政府为导向的新型公务员绩效评估体系构想，包括：评估理念、评估指标体系、评估方式和组织、评估制度以及评估的反馈与结果运用五个方面。该构想兼顾服务导向与目标导向：以服务导向为价值选择，体现政府对社会和公民的回应性；以目标导向为管理标准，切实推进公务员工作绩效的不断提升；注重组织绩效和个人绩效的相关性，在绩效管理全过程突出公民导向和战略意识。更多还原

【Abstract】 Performance appraisal on public servants is an important part in the management of public servants. It is not only a significant section in public administration, but also an important approach to find out and select excellent public administration talents. With the incessant perfection of China’s public servants system, performance appraisal on our government employees also known as the backbone of our system, has gradually come onto a regular, scientific and legal track. However, such problems as emphasizing only qualitative appraisals while ignoring quantitative ones, regardless of the feedback of appraisal information, the inappropriate application of appraisal results and so on still exist to some extent. The result is that the inspiring effect of performance appraisal cannot play its due role. What’s even worse is that the justness and rationality of performance appraisal have been greatly weakened.Through combining performance appraisal system of China’s public servants and thetrend of building up service-oriented government, this study blends the service concept ofregarding the general public as the principal of our policy-making with the governmentemployees’ performance appraisal system. Meanwhile, it reviews the present dilemma ofpublic servant performance appraisal in order to find out the realistic disparity between itand the goal of building up a service-oriented government on the foundation of thefollowing theories like service-oriented government, modern public administration, humanresource development and modern performance management. Besides, the study alsoelaborates a basic concept of establishing a set of performance appraisal system guided bythe service-oriented government.The main points of view of this paper are:Firstly, the conception of service-oriented government has inner requirement for performance management to our public servants. It is feasible to stimulate the establishment of a service-oriented government through improving public servants’ performance. The author of this paper thinks that present government is facing the problem of enhancing its administrative performance level, which lies mainly on its member-----public servants. Therefore, it is obvious to work out the role of a good public更多还原