Civil servants are the main body of administrative management and the shaper of government image. Civil servant assessment is the basic link of civil servant management and an important way to find and select talents. [Find the article to ☆ Secretary 1 14 Wenmi 1 14.com () and stand in your hand, writing is carefree! At present, with the promulgation and implementation of the Civil Servant Law of People's Republic of China (PRC), the assessment of civil servants in China has gradually embarked on a scientific, standardized and legal track, which has effectively promoted the construction of cadres. However, there are also many problems that cannot be ignored in the evaluation. It is of positive significance to study and discuss how to improve the civil servant assessment system for strengthening civil servant management and improving administrative efficiency. First, the importance of strengthening the assessment of civil servants in the new period. Civil servants are the executors of government decrees, and the quality of civil servants directly determines the operational efficiency of the administrative system. Scientific and standardized assessment mechanism can effectively improve the quality of civil servants and achieve high quality and high efficiency of administrative management. First, it is conducive to the establishment of a stable, legally managed and high-quality public service team. Conduct a comprehensive and objective evaluation of civil servants' morality, ability, diligence, performance and honesty through assessment, encourage civil servants to fulfill their duties and work hard, guide civil servants to be proactive and study hard, and constantly improve their professional and political quality and work ability and level. The second is an important way to discover, cultivate and select outstanding talents. Through the examination, we can understand the performance of civil servants' ability and political integrity and work performance, and take this as the basis for adjusting their positions, grades and salaries, as the basis for management links and measures such as civil servants' reward, training and dismissal, and lay the foundation for fair and rational use of civil servants, training and selecting all kinds of talents, so as to make the best use of their talents. Third, strictly manage and supervise civil servants, promote administration according to law and improve administrative efficiency. The process of assessment is a process of strict management of civil servants in organization, and it is also a process of promoting democracy and strictly supervising civil servants, which is conducive to civil servants exercising their rights according to law, earnestly fulfilling their obligations, and constantly improving their work efficiency. The fourth is to provide guidance for scientific personnel decision-making and personnel system reform. Modern personnel management requires the establishment of a scientific assessment system for civil servants. Through the examination, we can understand the current situation and existing problems of civil servants, provide guidance for scientific personnel decision-making and personnel system reform, and provide an important guarantee for improving the administrative ability of the government. Second, the main problems existing in the current civil service assessment. China's civil service system was implemented in 1993, which started late compared with western countries. The civil servant assessment system not only inherits many advantages of the past cadre assessment, but also follows some contents and forms that are not suitable for the actual civil servant assessment in the new era, mainly in the following aspects: First, in terms of ideological understanding, the wrong thinking mode of substituting virtue for performance and diligence for performance still exists. Influenced by traditional ideas, some departments and units overemphasize the importance of political quality and ideological consciousness, while ignoring performance appraisal. Some equate moral integrity with performance, and equate diligence with performance. Because the evaluation of moral character is greatly influenced by subjective impression, in places and units where democratic appraisal is the main means to test moral character, civil servants often regard the interpersonal relationship between colleagues and leaders as more important than work, while ignoring the objective work regularity and work effect. Second, in the assessment content, some units lack pertinence and lack comparability between departments. The assessment content of civil servants includes five aspects: morality, ability, diligence, achievement and honesty. Because of its generality, it is difficult for all departments to grasp in actual implementation and the comparability is poor. In particular, some positions are uneven, responsibilities are different, and work difficulty is different. However, the assessment contents are consistent and the standards are consistent. There is no standardized, concrete and operable assessment standard suitable for different levels and positions, which cannot reflect the principle of hierarchical and classified management. Third, in the way of assessment, it is simple and formalistic, emphasizing year-end and ignoring peacetime; Emphasis on qualitative, light on quantitative. Some units only adopt the year-end one-time assessment method, and do not pay attention to the usual assessment and work performance; Some units equate the evaluation of civil servants with the evaluation of advanced and excellent grades at the end of the year in the past, so as to achieve a balanced seniority; Some units pay more attention to qualitative assessment than quantitative assessment, which is poor in pertinence and operability. In the assessment, it is impossible to effectively avoid evaluation based on impression and relationship, which will affect the assessment effect. Fourth, in the assessment results, improper use affects the fairness of the assessment, and the incentive function can not be effectively played. The assessment results of civil servants should be used as the basis for civil servant management activities such as rewards and punishments, training, promotion and demotion. However, in actual work, the assessment results have little connection with other management activities, and have no obvious connection with related factors such as the rise and fall of civil servants' positions. There is a phenomenon that more things are not as good as less things, and they are not well done, which is easy to cause the rebellious psychology of the assessed, making the assessment a mere formality and difficult to play the role of rewarding the superior and punishing the inferior. Three, some thoughts on further improving the civil service assessment system. A fair and scientific civil servant assessment mechanism is not only conducive to promoting fairness, improving efficiency and ensuring honesty, but also can stimulate civil servants' sense of competition and enterprising, promote administration according to law and realize management modernization. In view of the problems existing in the current civil service assessment, the author believes that the civil service assessment system should be continuously improved and perfected from the following aspects. First, raise awareness and establish a fair and just assessment concept. Governments at all levels and relevant departments should fully understand the significance of assessment in civil service management, raise assessment to the core position of the civil service system, promote the reform of the personnel system, and further enhance the sense of responsibility of civil service assessment. We should adhere to the spirit of fairness, justice and science, objectively reflect the actual situation of civil servants' morality, ability, diligence and honesty through assessment, and make a fair and reasonable evaluation of their labor and contribution. A fair assessment can not only help leaders find the shortcomings and loopholes in the management system, but also help civil servants to find and improve the defects and deficiencies in their work in time, promote fair competition among civil servants, improve the quality and work efficiency of civil servants, and really play a role in encouraging the advanced and urging the backward. The second is to improve the way and scientifically standardize the assessment standards for civil servants. It is necessary to constantly enrich and improve the assessment contents, adhere to the comprehensive assessment of morality, ability, diligence, performance and honesty, focus on the assessment of work performance, and pay attention to incorporating the potential development, performance improvement and personality development of civil servants into the assessment objectives, so as to maximize the role of the incentive competition mechanism in the assessment. We should actively innovate and improve the assessment methods to achieve "four combinations", that is, adhere to the combination of qualitative assessment and quantitative assessment, classification assessment and grading assessment, peacetime assessment and regular assessment, and leadership and the masses. It is necessary to study and establish a performance appraisal standard for civil servants, which is performance appraisal-oriented, reflects the requirements of Scientific Outlook on Development and a correct view of political achievements, and assigns reasonable scores to the work or service attitude and work quality of civil servants in various positions, so as to enhance the pertinence and operability of the assessment. The third is to improve the mechanism and strengthen the institutionalization of civil servant assessment. First, combine assessment with the implementation of post target responsibility system, formulate different levels and types of post responsibility norms for civil servants, and establish a classified and graded assessment system; The second is to improve the civil service appraisal mechanism and establish a scientific and reasonable civil service performance appraisal system with the ability and performance as the guidance and the effective participation of civil service clients; The third is to improve the incentive mechanism, increase the use of assessment results, organically combine the assessment results with civil servants' rewards and punishments, training, dismissal, job promotion and welfare treatment, make rewards and punishments clear, give full play to the educational incentive function of assessment, create a good mechanism for talents to stand out, and promote the standardization, scientificity and legalization of civil servants' assessment work. The fourth is to strengthen supervision and enhance the transparency of civil servant assessment. First, establish and improve the supervision and feedback system, implement the publicity system and reporting system, make the assessment results public and accept extensive supervision. Second, we must improve the leadership responsibility system, investigate the main leadership responsibilities of units that violate the assessment procedures and operate in a black-box manner, and cancel the assessment indicators. Third, strictly implement the examination and inspection system. The personnel departments at all levels should strengthen the macro guidance to the examination work of all departments and units, strengthen the publicity of examination policies and examination inspection, guarantee the civil servants' right to know, participate, choose and supervise the examination work, and improve their self-management and self-improvement ability. Fourth, actively play the role of invited supervisors, unblock the channels of assessment and supervision, enhance the transparency of civil servant assessment, establish and improve an all-round civil servant assessment and supervision system, enhance the effectiveness of assessment, ensure the fairness of civil servant assessment, and make civil servant assessment an effective carrier to encourage and guide civil servants to emancipate their minds and innovate and start businesses.