The civil service examination system is one of the important contents of the civil service system. Since the establishment of the civil service system, China's civil service examination system has made remarkable progress. However, due to the short time of implementing the civil service system in China and the special national conditions, there are still some problems in the design of the assessment system at this stage. Nowadays, the reform of administrative management system and civil servant system has become a worldwide trend, and the development of China is linked with the development of the world. So I mainly analyze the current official business in China.

The problems existing in the employee appraisal system are discussed, and the author puts forward his own views on how to solve the problems.

Keywords: civil servants, assessment system, problems, countermeasures

1 Introduction

With the full implementation of the national civil service system in China, civil service assessment, as an important system of civil service management, has become a major topic that leading cadres at all levels pay close attention to and explore in theory and practice. However, the characteristics of civil servant performance appraisal determine the difficulty of civil servant performance appraisal. Therefore, although the academic and political circles in China are constantly exploring and innovating the performance appraisal system of civil servants, there are still many places to be improved. Starting with the performance appraisal system of civil servants, this paper discusses its shortcomings and improvement measures.

2 Overview of China's civil service assessment system

2. 1 The meaning of civil service appraisal

Civil servant assessment refers to a system in which civil servant management departments inspect and evaluate civil servants according to the management authority and the contents, standards, procedures and methods of civil servant assessment, as the basis for civil servants' rewards and punishments, training, dismissal and adjustment of positions, grades and salaries. Civil servant assessment system is a very important system in civil servant management, which is conducive to finding and selecting outstanding talents, rationally using talents, mobilizing the enthusiasm of civil servants, and thus improving work efficiency.

2.2 the necessity of establishing a civil service appraisal system

1 the implementation of the civil service appraisal system is conducive to strengthening the management of civil servants. Through the assessment of civil servants, it can provide a reliable basis for civil servants' work in other management aspects. Whether this link is well done or not is related to the effective implementation of the whole civil servant management system to a certain extent, which is directly related to the interests of every civil servant. Therefore, it can be said that assessment is the basic link in various management systems of civil servants.

2. Assessment is a necessary way to optimize the civil service. Civil servant assessment refers to the inspection and evaluation of the quality, quantity, ability, conduct, knowledge and health of civil servants' work or business achievements by the competent department of civil servants according to the statutory management authority. In essence, it is to conduct a comprehensive and systematic investigation and evaluation of the work of civil servants, and reward the diligent and punish the lazy and the excellent and punish the poor according to the assessment results, so as to urge civil servants to do their duty and work diligently, thus improving work efficiency.

3. Assessment is a necessary means for the masses to supervise civil servants. The contents, standards and process of civil servant assessment should be open, and the opinions of the masses should be listened to carefully, especially for civil servants who hold a certain level of leadership positions, democratic appraisal should be carried out. This can give full play to the power of democratic supervision and public supervision, effectively prevent the specialization of civil servants at all levels, prevent civil servants from abusing their powers, urge civil servants to correctly exercise their powers and conscientiously perform their duties, and mobilize the enthusiasm of the masses to supervise civil servants at all levels.

2.3 Evaluation object

The assessment targets are mainly civil servants who are non-leading members. Leading members refer to the leading personnel of the organ, excluding those who hold leading positions in the internal organs of the organ. Non-leading members include non-leading civil servants and leading civil servants who are not leading members. China implements classified management of civil servants. The first paragraph of Article 16 of the Civil Service Law stipulates: "Civil service positions are divided into leadership positions and non-leadership positions." China has two methods to evaluate leading members and non-leading members. The procedures stipulated in the Civil Service Law are applicable to the assessment of non-leading members, and other relevant provisions are applicable to the assessment of leading members.

2.4 the content of the civil service assessment

The determination of civil servant assessment content is the key to the assessment work, and the scientific and reasonable formulation of assessment content is directly related to the quality of civil servant assessment. According to the provisions of this article, the assessment of civil servants mainly includes five aspects: morality, ability, diligence, performance and honesty, with the focus on work performance.

3. Problems in China's civil service appraisal system

3. 1 The assessment content lacks pertinence and comparability.

China's cadre assessment has gone through several different stages of development. 65438-0979 The Central Organization Department issued the "Opinions on Implementing the Cadre Assessment System", proposing that the cadre assessment should be carried out from four aspects: morality, ability, diligence and performance, and the cadres should be comprehensively assessed regularly. After the implementation of the civil service system in China, the assessment system has inherited many advantages of the past cadre departments and systems, but it has also followed some contents that are not suitable for the actual assessment of civil servants in the new period, such as high qualitative components, low quantitative components, comprehensive pursuit, and not prominent focus. These contents are correct and necessary as requirements for civil servants, but they are too general as assessment standards, which are difficult to grasp in actual implementation and have poor comparability. If there is little difference between the two situations, it is difficult to distinguish between good and bad.

In operation, too many achievements are held by others, which violates the fair principle of civil servant assessment system, and the resulting deviation will cause more people's dissatisfaction and cause the loss and waste of human resources. For example, some departments will go through procedures, perfunctory things, and there is no systematic and comprehensive assessment.

3.2 The evaluation method is single

China's "Interim Provisions on the Assessment of National Civil Servants" stipulates the assessment methods in principle. In practice, some localities and units do not attach importance to the selection and grasp of assessment methods, despise the usual assessment, and only emphasize the year-end assessment, even the year-end assessment; Regardless of the quality of work, all outstanding places will be allocated according to the proportion of departments; Heavy qualitative assessment, light quantitative assessment, etc. , is the performance of simplifying the assessment method, which also directly led to the unfair phenomenon in the assessment.

3.3 The proportion of outstanding personnel is unreasonable.

Article 11 in the new "Regulations": "The number of outstanding civil servants in the annual assessment is generally within 15% of the total number of civil servants participating in the annual assessment, with a maximum of 20%." Because the clause gives the specific proportion of outstanding personnel, in practice, in order not to waste places, government agencies and units will allocate indicators according to the number of people regardless of the quality of the department's work. As long as there are indicators, they will produce corresponding proportions.

The number of outstanding personnel, as a result, people who actually fail to meet the excellent standards are rated as excellent, which deviates from the purpose of assessment and weakens the effect of assessment.

3.4 The evaluation result is unfair.

Assessment results: the reward for outstanding civil servants is too light. The Civil Service Law stipulates that "civil servants are determined to be excellent and competent in regular assessment and enjoy the national year-end bonus in accordance with state regulations", which means that there is not much difference between those who are determined to be excellent and those who are determined to be competent in civil service assessment. On the other hand, the handling of incompetent civil servants is, in a sense, even heavier than civil servants being subject to administrative sanctions. The Civil Service Law stipulates that "if a civil servant is determined to be incompetent in the regular assessment, he will be downgraded by one post in accordance with the prescribed procedures". If "in the annual assessment, it is determined to be incompetent twice in a row, it will be dismissed according to regulations". On the contrary, it is obviously unfair for those who have been given demerit, demerit, demotion or dismissal due to serious violation of civil servant discipline, during the disciplinary period, only the assessment order is uncertain, that is, within a certain period of time (no more than two years), the salary promotion will be affected.

4. Countermeasures to improve China's civil service assessment system

4. 1 scientifically design the evaluation index system, and try to be specific and quantitative.

First of all, it is necessary to establish and improve the post responsibility system and formulate job descriptions, so that every civil servant has a clear post, responsibility, power and due interests, and provide a scientific basis for the assessment of civil servants. Secondly, try to quantify the qualitative indicators. According to the actual work tasks, the five indicators of morality, ability, diligence, performance and honesty are refined, and the weight of assessment indicators is determined at the same time, which reflects the assessment ideas of performance appraisal. For example, the indicator of "ability" can be subdivided into professional skills such as professional knowledge, language expression ability, writing expression ability, negotiation skills, self-motivation, and then describe the corresponding behavior of each small indicator. You can refer to France's scoring assessment method and give an appropriate score by comparing with the actual situation. After the assessment standard is quantified, it is easy to master and distinguish the high and low levels in the assessment, and avoid rating the assessed simply by subjective will.

4.2 Diversity of assessment methods

The assessment of civil servants is not a matter of which department or person, but a major event for all civil servants. To be comprehensive, fair and reasonable, we must fully grasp the "three combinations", that is, the combination of leadership assessment and mass assessment, the combination of qualitative assessment and quantitative assessment, and the combination of peacetime assessment and regular assessment. The so-called combination of leadership assessment and mass assessment means that we should not only pay attention to the evaluation of leaders, but also pay attention to listening to the opinions of the masses For a comrade, we can see different highlights and shortcomings from different aspects. Therefore, it is necessary to be democratic and centralized, and leaders and the masses must have a place to talk, so as to ensure a comprehensive evaluation of a person and be responsible for everyone. The combination of qualitative assessment and quantitative assessment means that we should not only consider the particularity and difficulty of each post, but also quantitatively assess the amount of work done and the performance of the work. The so-called combination of peacetime assessment and peacetime assessment means that peacetime assessment should be comprehensive, specific and true, and the year-end assessment should comprehensively refine the materials of peacetime assessment and finally form specific and clear assessment results.

4.3 The proportion of outstanding personnel determined by assessment should be linked to the completion of the work objectives of the unit.

The new "Regulations" unconditionally stipulates the proportion of outstanding personnel in various institutions to participate in the assessment, which provides a legal basis for institutions to allocate indicators according to the number of people regardless of the quality of work, which obviously deviates from the purpose of assessment and weakens the assessment effect. Therefore, the author suggests that the proportion of outstanding personnel determined by the assessment should be linked to the completion of the work objectives of the unit, that is, the overall objectives of the department should be formulated first, and then the appropriate proportion should be determined according to the completion of the overall objectives of the department. For example, units that have successfully completed or exceeded the overall goal can determine outstanding personnel according to the proportion of 20%, while units that have not completed the goal can only determine outstanding personnel according to the proportion of 10% or lower, so as to achieve the effect of rewarding the excellent and punishing the poor, and promoting the excellent by evaluating the first.

4.4 Strict rewards and punishments measures to ensure the seriousness of the assessment work.

The use of the assessment results must be serious, and it must be fulfilled seriously, otherwise the civil servants will lose their due role and status. The assessment results of civil servants are the direct and indirect legal basis for civil servants' rewards and punishments, training, dismissal and adjustment of positions, grades and wages. In particular, those who have been determined to be excellent for three consecutive years can be promoted to a salary level within the corresponding level of this position; Those who have been determined to be incompetent for two consecutive years shall be dismissed according to regulations; Those who are determined to be incompetent according to the assessment of the year shall be demoted. ; Our task now is to put the reward and punishment measures in place. The award, the punishment, the training, the dismissal and the promotion. Follow-up work must be followed closely, and it is forbidden to be hot in assessment and cold in reward and punishment. At the same time, it is necessary to publicize the opinions on the use of the assessment results, so that every civil servant can keep pace with the times, thus attaching great importance to the assessment work, which will adversely affect the future work and truly realize the ultimate goal of the civil servant assessment.

Those who are determined to be incompetent shall be demoted, demoted or dismissed in accordance with the assessment provisions. At the same time, they must complete the assessment materials and procedures that must be performed to ensure the seriousness and authority of the assessment work, so that the assessment of civil servants can really play a positive role in rewarding the excellent and punishing the poor and promoting management.

If in doubt, please consult the public education enterprises in China.