【摘要】：考績(jī),一個(gè)古老而常新的話題。早在我國(guó)先秦文獻(xiàn)《尚書(shū)·舜典》中,就有對(duì)官吏實(shí)行“考績(jī)”的介紹。在當(dāng)今世界各國(guó),考績(jī),更是對(duì)政府績(jī)效和公務(wù)績(jī)效進(jìn)行考察評(píng)定、獎(jiǎng)優(yōu)罰劣時(shí)普遍采用的一種方式。近30年來(lái),幾乎全球所有政府和專家都將目光投向政府績(jī)效評(píng)估研究,看好其巨大的理論研究意義和實(shí)踐推廣意義。在美國(guó)、英國(guó)、德國(guó)、日本等西方發(fā)達(dá)國(guó)家,都已經(jīng)把政府績(jī)效評(píng)估作為行政改革的突破口和“利器”。科學(xué)管理、民主管理、績(jī)效管理已然成為政府推進(jìn)各項(xiàng)改革的“總抓手”�！翱伎�(jī)”也成為公共管理的核心內(nèi)容之一。 隨著國(guó)內(nèi)外研究實(shí)踐的不斷深入,政府績(jī)效評(píng)估發(fā)揮了多方面作用,特別在提高政府效能、推動(dòng)行風(fēng)建設(shè)、促進(jìn)信息公開(kāi)、優(yōu)化政府形象等方面,效果十分明顯,在一定程度上形成了正確、良好的激勵(lì)導(dǎo)向,對(duì)虛報(bào)浮夸、急功近利等情況,尤其是一些勞民傷財(cái)?shù)男蜗蠊こ毯驼?jī)工程也起到了有效的遏制作用。在各地各部門(mén)的實(shí)踐中,涌現(xiàn)出了許多極具特色、各具優(yōu)點(diǎn)的先進(jìn)典型,大家不僅按照績(jī)效評(píng)估的普遍要求進(jìn)行操作,還在實(shí)踐中融入個(gè)性化的探索,對(duì)完善理論體系和加快實(shí)踐探索都起到了很好的促進(jìn)作用。 溫州是改革開(kāi)放的先行區(qū),在體制機(jī)制改革方面總能先行一步。為了確保完成“十二五”發(fā)展任務(wù),更好地調(diào)動(dòng)各地各部門(mén)、包括所有政府工作人員的積極性和干事創(chuàng)業(yè)熱情,溫州市委、市政府在緊密調(diào)研、校地合作的基礎(chǔ)上,經(jīng)過(guò)3個(gè)月的醞釀研究,終于在2011年1月份正式制定出臺(tái)了《2011年度縣(市、區(qū))考績(jī)法》、《2011年度市直單位考績(jī)法》,是溫州市對(duì)政府績(jī)效評(píng)估工作的有益探索與嘗試。該績(jī)效考核評(píng)估辦法在考核模式、內(nèi)容設(shè)置、目標(biāo)定位、考評(píng)方式、考核主體、考核導(dǎo)向等各方面都進(jìn)行了大膽創(chuàng)新和大幅突破,尤其是該辦法把政府績(jī)效評(píng)估結(jié)果與干部的選拔任用和薪酬待遇相掛鉤,極大地激勵(lì)干部干事創(chuàng)業(yè)熱情,這探索不僅是對(duì)“如何以科學(xué)的考核促進(jìn)科學(xué)發(fā)展”重大命題的探索,更是對(duì)干部人事制度改革的深入思考和實(shí)踐。相信這次探索實(shí)踐的過(guò)程,會(huì)給政府績(jī)效評(píng)估的理論研究和實(shí)踐探索提供新的參考樣本,也必將對(duì)面上的行政管理體制改革作出更多更大的貢獻(xiàn)。 本文基于這些現(xiàn)行理論研究和實(shí)踐經(jīng)驗(yàn),對(duì)溫州近年來(lái)實(shí)施的“考績(jī)法”進(jìn)行綜合分析研究,重點(diǎn)研究考誰(shuí)的績(jī)、考哪些績(jī)、怎么考績(jī)、結(jié)果怎么用等問(wèn)題,引導(dǎo)廣大領(lǐng)導(dǎo)干部進(jìn)一步解放思想、轉(zhuǎn)變作風(fēng),激發(fā)干事創(chuàng)業(yè)、創(chuàng)先爭(zhēng)優(yōu)的熱情,力爭(zhēng)扭轉(zhuǎn)現(xiàn)有干部隊(duì)伍中“先來(lái)后到”、“干多干少一個(gè)樣,干好干壞一個(gè)樣”等狀況,通過(guò)考績(jī)倒逼干部把工作作為一種事業(yè)為之奮斗,為政府績(jī)效評(píng)估體系補(bǔ)上“一磚一瓦”。
[Abstract]:Performance appraisal is an old and often new topic. As early as in China's pre-Qin literature Shangshu Shun Dian, there is an introduction to the performance appraisal of officials. In today's world, performance appraisal is a common way to evaluate government performance and official performance. In the past 30 years, almost all the governments and experts all over the world have turned their attention to the research of government performance evaluation, which has great theoretical and practical significance. In the United States, Britain, Germany, Japan and other western developed countries, government performance evaluation has been regarded as a breakthrough and a "sharp weapon" in administrative reform. Scientific management, democratic management and performance management have become the "overall grasp" for the government to promote various reforms. Performance appraisal has also become one of the core contents of public administration. With the deepening of research and practice at home and abroad, government performance evaluation has played many roles, especially in improving the efficiency of the government, promoting the construction of customs, promoting the disclosure of information, optimizing the image of the government, and so on. To a certain extent, it has formed the correct, good incentive guidance, and has played an effective role in curbing the false exaggeration, eager achievement and instant benefit, especially in some image projects and achievements projects that have wasted people's money and people's wealth. In the practice of various departments in various places, there have emerged many advanced examples with their own characteristics and advantages. They not only operate in accordance with the general requirements of performance evaluation, but also incorporate individualized exploration in practice. To improve the theoretical system and speed up the exploration of practice has played a good role in promoting. Wenzhou is the leading area of reform and opening up, in the system and mechanism reform can always be a step ahead. In order to ensure the completion of the 12th Five-Year Plan development task and better mobilize the enthusiasm and enthusiasm of all local departments, including all government staff, Wenzhou Municipal Committee and Municipal Government, on the basis of close investigation and cooperation between schools and localities, After three months of gestation and research, the county (city, district) performance appraisal law of 2011 and the performance appraisal law of municipal direct-unit in 2011 were formulated in January 2011, which is a beneficial exploration and attempt to evaluate the government's performance in Wenzhou City. The performance appraisal method has made bold innovations and substantial breakthroughs in various aspects, such as assessment mode, content setting, target orientation, evaluation method, assessment subject, assessment orientation, and so on. In particular, this method links the results of government performance evaluation with the selection, appointment and salary of cadres, which greatly encourages cadres and officers to start a business. This exploration is not only an exploration of the important proposition of "how to promote scientific development with scientific assessment". It is to cadre personnel system reform deep thinking and practice. It is believed that the process of this exploration and practice will provide a new reference sample for the theoretical and practical research of government performance evaluation, and will certainly make more and more contributions to the reform of administrative management system. Based on the current theoretical research and practical experience, this paper makes a comprehensive analysis of the performance Appraisal Law, which has been implemented in Wenzhou in recent years, with an emphasis on the study of who's achievements, what achievements, how to evaluate performance, how to use the results, and so on. Leading the broad masses of leading cadres to further emancipate their minds, change their style of work, stimulate their entrepreneurial work, create enthusiasm for excellence, and strive to reverse the existing cadre ranks of "first come first, then come first," do more than do less, do a good job, and do a good job, "and so on. Through performance appraisal, cadres are forced to fight for their work as a career and complement the government performance evaluation system with "brick by brick".
【學(xué)位授予單位】：江西農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：D630

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