摘 要

      20世纪90年代开始，我国逐步重视对党政干部的考核，不断调整完善绩效考核体系的规章制度，出台了一系列关于公务员考核制度。近20多年的探索，先后制定涵盖公务员考核等多个配套法规，我国一些地方政府在实践中不断发展和完善绩效管理。政府绩效评价是一个理论研究的热门课题，基层公务员的绩效考核体系又是这一课题中的主要关注点。

公务员绩效考核是政府人力资源管理的核心。这类考核体系能够鼓励政府的公务员提高工作积极性，同时也能为政府选拔优秀人才、促进公务员能力开发。目前，企业中的员工绩效考核已经发展得相对成熟且完善，但是基层公务员绩效考核体系不完善仍然是困扰公务员制度管理不断提升的重要因素。尽管现实中的制度构建比较完备，珠海市斗门区对基层公务员工作绩效的评价不尽如人意，究其原因是这些评价未能发挥应有的积极作用，尤其是在推动基层公务员能力提升和激发工作积极性方面没有真正奏效，更重要的是没有达到促进个人发展和提升组织效率的目的。因此，本文认为当前斗门区基层公务员绩效考核体系要从绩效管理的思路入手，通过引入先进的理念和方法，优化现有体系形成一套适应目前自身发展阶段和管理水平的基层公务员绩效管理系统。

本文先从理论入手，将委托-代理理论以及委托代理中的绩效评价博弈分析模型、目标管理理论、新公共管理理论等理论进行梳理，立足于调查研究的基础上，分析斗门区基层公务员绩效考核体系存在的考核主体选择不全面、考核模式单一等问题及原因所在。然后借鉴了国内先进地区的基本经验，同时与斗门区基层公务员绩效考核体系进行了比较，在理论分析与对比分析的基础上，最终提出了优化当前斗门区的基层公务员绩效考核体系的具体对策。即优化导向性、实用性、科学性、职位分析的主要原则；确定多元考核主体，确保公平评价；采取日常分级分类指导，定性与定量相结合，优化考核指标体系；依托现代信息技术综合运用绩效考核方法；通过强化考核结果运用优化激励机制。本文针对考核体系中的一些不完善之处提出科学合理的应对策略，使得斗门区基层公务员绩效考核体系成为珠海市基层公务员绩效考核的一种前沿探索，能够为下一步优化基层公务员管理体制提供借鉴，具有独特的研究价值。

ABSTRACT

Since the 1990s, China has gradually attached importance to the assessment of Party and government cadres, constantly readjusted and improved the rules and regulations of the performance assessment system, and introduced a series of assessment systems for civil servants. Over the past 20 years of exploration, a number of regulations covering the assessment of civil servants have been formulated. Some local governments in China have been developing and improving performance management in practice. Government performance evaluation is a hot topic of theoretical research, and the performance appraisal system of grass-roots civil servants is the main focus of this topic.

The performance appraisal of civil servant is the core of government human resource management. This kind of assessment system can encourage civil servants to improve their work enthusiasm, but also for the government to select outstanding talent, promote civil service capacity development. At present, the staff performance appraisal in the enterprise has developed relatively mature and perfect, but the grass-roots civil servant performance appraisal system is still imperfect is the important factor which perplexes the civil servant system management to promote unceasingly. Although the system construction in reality is quite complete, the evaluation of the performance of civil servants at the grass-roots level in Doumen District Zhuhai is not satisfactory. The reason is that these evaluations fail to play their due positive role, in particular, the promotion of grass-roots civil service capacity and stimulate the enthusiasm of the work has not really effective, but more importantly, not to promote personal development and enhance organizational efficiency. Therefore, this article believes that the current performance appraisal system of Doumen District grass-roots civil servants should start from the idea of performance management, through the introduction of advanced ideas and methods, optimize the existing system to form a set of grass-roots civil servants to adapt to its own development stage and management level of performance management system.

Starting with the theory, this paper sorts out the principal-agent theory, the game analysis model of performance evaluation, the theory of management by objectives, the theory of new public management, etc. , this paper analyzes the problems and causes of the performance appraisal system of civil servants at the grass-roots level in Doumen District, such as incomplete selection of appraisal subjects and single appraisal model. Then, based on the basic experience of the advanced regions in China and the comparison with the performance appraisal system of the grass-roots civil servants in Doumen District, on the basis of theoretical and comparative analysis, finally, this paper puts forward some concrete countermeasures to optimize the current performance appraisal system of the grass-roots civil servants in Doumen District. That is, to optimize the orientation, practicality, scientific, the main principles of job analysis; to determine multiple assessment subjects to ensure fair evaluation; Rely on modern information technology to comprehensively use performance appraisal methods, through strengthening the results of the use of optimized incentive mechanism. This paper puts forward scientific and reasonable countermeasures against some imperfections in the assessment system, which makes the performance assessment system for Doumen District Grass-roots Civil Servants Become a frontier exploration of the performance assessment for Zhuhai grass-roots civil servants, it can provide a reference for the next step to optimize the management system of grass-roots civil servants, and has a unique research value.