摘要
公务员队伍是我国行政主体的重要组成部分,其素质将直接影响到我党的领导水平,提高公务员的管理水平是实现小康社会的一个重要保证。而公务员的绩效考核工作是政府绩效考核工作的重要一环,也是建设服务型政府的一个中心环节。地税机关是国家的行政执法机关,肩负着为国聚财的神圣使命,本文主要研究和优化地税部门的绩效考核体系,对于进一步转变地税工作人员的工作理念和服务意识、提高人员综合素质具有十分重要的意义。
为此,本文以R县地方税务局公务员绩效考核为研究对象,从论述本文研究的目的和意义、综述国内外研究现状开篇,提出本文研究的主要内容,阐明本文的重要研究方法和研究思路。接着对公务员、绩效考核的概念进行了界定,论述了公务员绩效考核的必要性,分析了其特殊性。并对R县地方税务局进行了介绍,分析了R县地方税务局公务员绩效考核的现状,并釆用问卷调查法分析了其中存在的问题,为后文制定科学合理的R县地方税务局公务员绩效考核方案奠定基础。然后探讨了 R县地方税务局公务员360度绩效考核体系设计的可行性,分析辨明了 R县地方税务局公务员360度绩效考核设计的原则,并采用德尔菲法确定了 R县地方税务局公务员360度绩效考核指标体系,在此基础上,利用层次分析法确定了各指标的权重体系,并设计了 R县地方税务局公务员360度绩效考核表,探明了绩效考核周期与结果应用,以及在运用过程中的结果反馈与沟通。最后提出了 R县地方税务局公务员360度绩效考核体系实施流程以及绩效考核体系实施保障。希望通过本文的研究,对于R县地方税务局公务员绩效考核方砝的选择与实施上有一定的指导与借鉴意义,同时也希望对其它部门公务员的绩效考核有一定的借鉴意义。
关键词:公务员;地方税务局;绩效考核
Abstract
The civil service is an important part of China's administrative body, its qualitywill directly affect the level of leadership, improve the management level of civilservants is an important guarantee to realize the well-off society. While theperformance appraisal of civil servants is an important work of the governmentperformance evaluation work, a central link is the construction of service-orientedgovernment. The tax authority is the administrative law enforcement organs of thestate, is shouldering the sacred mission for the country more, this paper study andoptimization of the tax department performance evaluation system, is very importantfor further change the tax staff idea and service consciousness, improve thecomprehensive quality of personnel has significance.
Therefore, this paper takes R County Local Taxation Bureau of civil servantperformance appraisal as the research object, expounds the purpose and meaning ofthis study, reviews the research status at home and abroad at the beginning of thisstudy, the main content of this paper, the research methods and research ideas. Thenthe concept of civil servants, performance appraisal is defined, the necessity ofperformance appraisal of civil servants, analyzes its particularity. And the R CountyLocal Taxation Bureau is introduced, analyzed the current situation of R CountyLocal Taxation Bureau performance appraisal of civil servants, and analyzes theexisting problems by using the method of questionnaire investigation; scientific andreasonable scheme for the performance appraisal of civil servants in R County LocalTaxation Bureau is to lay the foundation for formulating. And then discusses thefeasibility of R County Local Taxation Bureau of civil design of 360 degreeperformance appraisal system, the analysis identified R County Local TaxationBureau official 360 degree performance appraisal design principles, and R CountyLocal Taxation Bureau official 360 degree performance appraisal index system isdetermined by Delphi method, on this basis, using AHP weight system each indexwas determined, and the design of the R County Local Taxation Bureau official 360degree performance appraisal table, proved the performance appraisal cycle and theresults of the application,and results in the application process of feedback andcommunication. Finally, R County Local Taxation Bureau official 360 degreeperformance appraisal system and implementation guarantee process andperformance appraisal system. Hope that through this study, the selection andimplementation of the performance appraisal of civil servants in R County LocalTaxation Bureau has certain guidance and reference, but also hope to have thecertain model significance to other departments of civil servants performanceappraisal.
Keywords: Civil servants ; Local Taxation Bureau; Performance appraisal;
目录
摘要
ABSTRACT
1绪论
1.1选题背景和意义
1.1.1选题背景
1.1.2研究目的与意义
1.2文献综述
1.2.1关于公务员绩效考核的研究
1.2.2关于公务员绩效考核体系的研究
1.3研究内容和方法
1.3.1研究的内容
1.3.2研究的方法
2公务员绩效考核的必要性及特殊性分析
2.1基本概念界定
2.1.1公务员
2.1.2绩效考核
2.2绩效考核的理论基础
2.3公务员绩效考核的必要性分析
2.4公务员绩效考核的特殊性分析
2.4.1公务员工作绩效考核的特点
2.4.2公务员绩效考核的内容
2.4.3公务员绩效考核的标准
3 R县地方税务局公务员绩效考核现状与问题分析
3.1R县地方税务局基本情况
3.1.1R县地方税务局概况
3.1.2R县地方税务局公务员队伍状况
3.2R县地方税务局公务员绩效考核现状
3.2.1考核对象与内容介绍
3.2.2考核的程序和方法
3.2.3考核的结果运用
3.3 R县地方税务局公务员绩效考核问题分析
3.3.1绩效考核目的不够明确
3.3.2对绩效考核认识不全面
3.3.3没有选择适当的绩效考核评价者
3.3.4绩效考核过程缺乏沟通
3.3.5考核仅作为奖金分配的依据
3.3.6忽视绩效沟通与改进
4R县地方税务局公务员360度绩效考核体系设计
4.1R县地方税务局公务员绩效考核体系设计的原则
4.2R县地方税务局公务员绩效考核的方法选择及适用性分析
4.2.1主要绩效考核方法介绍
4.2.2 360度考核对R县地方税务局公务员绩效考核的适用性分析
4.3R县地方税务局公务员绩效考核方案具体设计
4.3.1 R县地方税务局公务员考核对象与主体的设定
4.3.2R县地方税务局公务员考核内容确定
4.3.3R县地方税务局公务员考核主体的权重的确定
4.3.4R县地方税务局公务员绩效考核表的设计
4.3.5 R县地方税务局公务员考核周期与结果
4.3.6R县地方税务局公务员考核结果反馈与沟通
5R县地方税务局公务绩效考核方案实施与保障
5.1R县地方税务局360度绩效考核体系的实施
5.1.1实施前培训
5.1.2确定考核步骤
5.1.3考核中的沟通与反馈
5.1.4 控制
5.1.5实施绩效考核结果的应用
5.2R县地方税务局360度绩效考核体系实施的保障措施
5.2.1完善部门报酬分配机制
5.2.2建设以绩效考核为导向的机关文化
5.2.3完善沟通渠道与方式
5.2.4建立R县地方税务局绩效考核信息系统
5.2.5 R县地方税务局领导层面继续加大支持力度
6 总结
参考文献
致谢
