Civil servant's usual assessment implementation plan

Part 1: Civil servants' usual assessment implementation plan

In order to strengthen the management of the civil servants of the organs of the organs, improve the administrative efficiency, scientifically evaluate their work processes, and lay the foundation for the annual assessment, according to the "Notice of the Municipal Party Committee Organization Department and the Municipal People's and Social Security Bureau on Printing and Distributing the Civil Servants' Appraisal Measures for Dingxi City", The Sports Bureau actually sets out the implementation rules.

First, the principle of assessment

The usual assessment focuses on the usual performance and performance of civil servants. It combines leadership and the public, combines qualitative assessment with quantitative assessment, and implements the principles of objectivity, fairness, openness, and performance.

Second, the assessment content

It mainly includes five aspects: “German, energy, diligence, performance, and honesty”. Specifically, it is: 1. Implementing the party’s line, principles and policies, implementing instructions and orders from superiors, observing laws and regulations, and adhering to social morality and professional ethics. 2, abide by various rules and regulations, adhere to principles, be impartial, and be honest in the performance of official duties; 3, the level of knowledge, business technology and organizational management skills demonstrated in the work; 4, work responsibility and career , as well as due diligence, harmonious coexistence, solidarity and cooperation; 5, diligence and attendance; 6, the difficulty of the task undertaken; 7, the number, quality and efficiency of the task; 8, the awareness of innovation in the work and Happening. The above content is different according to the characteristics of the unit and the duties of the civil servant. The assessment content can be further refined and focused.

Third, the assessment criteria

The assessment criteria are determined according to the specific content of the assessment, and the scores are divided between the four grades, namely:

1, "good" is 90-100 points. Models abide by national laws, regulations and rules and regulations, comprehensively and correctly implement the party and state line principles and policies, be honest and self-discipline, actively participate in political theory and business knowledge learning, work methods are appropriate, have significant results, have pioneering and innovative awareness, work responsibilities Strong heart, overfulfilled work tasks, good work quality, high efficiency, great contribution, no mistakes and mistakes, loyalty to duty, full attendance.

2. "Better" is 75-89 points. Comply with national laws, regulations and rules and regulations, correctly implement the party and state's line, principles and policies, be honest and self-disciplined, pay attention to political theory and business knowledge, work methods properly, have certain results, have pioneering and innovative consciousness, and work responsibility Strong, comprehensive completion of work tasks, good quality of work, high efficiency, no obvious mistakes and mistakes, loyalty to duty, sick leave, leave no more than three days a month.

3. "General" is 60-74 points. Comply with national laws, regulations and rules and regulations, correctly implement the party and state's line, principles and policies, be honest and self-disciplined, be able to participate in political theory and business knowledge, pay attention to working methods, have certain results, have strong sense of responsibility, and be able to The task is completed, the work quality is good, and there are no big mistakes and mistakes.

4. "Poor" is below 59 points. Political and business quality is poor, do not participate in political theory learning and business knowledge learning on time, work responsibility is poor, disobeying deployment, failure to complete work tasks on time, poor work quality, obvious errors or mistakes, not working on time There is a phenomenon of absenteeism.

Fourth, the assessment method

Implement a method of personal identification, in charge of leadership and department heads for regular evaluation. First of all, civil servants should fill in their "Peace Assessment Manual" on a daily basis, and carry out monthly thoughts and work summary. Secondly, the responsible leaders and the heads of various departments are responsible for the completion of the work, the quantity, quality, and time limit. According to the completion of the "General Assessment Manual", in accordance with the "General Assessment Monthly Summary of the Detailed Rules", a monthly inspection and audit, and comprehensive scores and comments on the "General Assessment Manual" as a usual assessment As a result, it provides an important basis for annual assessment.

V. Management of assessment work

The usual assessment is under the comprehensive management of the Municipal People's and Social Security Bureau. The daily management work is handled by the bureau office. The monthly assessment work of each department is supervised and checked, and an information feedback system is established. The assessment results are reviewed and filed in time, and problems are corrected in time.

The deputy and deputy chiefs of the departments in charge of the work are not only the subjects to be assessed, but also the direct responsible persons of the civil servants of the undergraduate department. At the same time as accepting the assessment of the leaders, they supervise and inspect the filling of the civil servants' "General Assessment Manual". Give an objective and fair evaluation of the score.

Sixth, the use of assessment results

As usual, the assessment is an important basis for the annual assessment, and the score accounts for 70% of the annual assessment score. Civil servants who do not participate in the usual assessment for no reason shall not participate in the annual assessment in the same year; civil servants who fail to complete the "General Assessment Manual" on time or in accordance with the regulations, their supervisors may directly determine that the assessment period is "poor" grade; where "poor" If the grade assessment period accounts for half a year or more, the annual assessment of the current year should be directly determined as “incompetent”.

Seven, a few points and requirements

1. The assessment of leading cadres at the county level shall be carried out in accordance with the Measures for the Assessment of the Party and Government Leading Groups and Leading Cadres Managed by the Dingxi Municipal Committee.

2. The competent leader refers to the upper administrative head of the staff. Specifically, the deputy chief, the deputy director, and the chief executive of the department chief are the chief and deputy chiefs who preside over the work; the head of the department in charge of the work is the head of the unit; the non-leadership of the department and deputy level The supervisory leader of the personnel is the leader of the unit.

3. The civil servants at or below the county level shall further clarify their respective duties and responsibilities, and shall be responsible for the person, and fill in the “Peace Assessment Manual” carefully, standardizedly and accurately every day according to the requirements. Score the evaluation. The results of the scoring are reviewed and registered by the office.

4. The attendance of the unit civil servant shall be registered by the office. In principle, there shall be a false note for leave, and the leader shall agree to sign.

5. The annual assessment score is the average score of the monthly assessment score.

6. Matters not covered, not to be notified, the implementation rules are interpreted by the office.


Part 2: Civil servants' usual assessment implementation plan

In order to improve and improve the civil service assessment and evaluation mechanism, objectively and accurately examine the civil servants' performance and work performance, provide a basis for the annual assessment, and improve the scientific, democratic, and institutionalized level of civil servant assessment work in our district. The Interim Measures Notice, in conjunction with the actual work of our unit, has formulated the following implementation plan, which will be implemented from July 1, 20XX.

First, the guiding ideology

Guided by Deng Xiaoping Theory and the important thinking of the "Three Represents", we will thoroughly implement the scientific development concept, take the duties and duties of civil servants as the basic basis, establish a sound and normal assessment system, and strengthen the use of the usual assessment results to effectively play the usual To assess the basic role of the civil servant assessment work, improve the accuracy of the annual assessment results, and encourage the civil servants to carry forward the spirit of courage, courage and innovation, and work hard to build a politically qualified and professional style. The civil servants with excellent, exquisite work and satisfactory people provide strong support.

Second, the basic principles

Adhere to the classification assessment, quantitative evaluation, focus on performance, comprehensive assessment, implementation according to law, simple and easy principle. The combination of self-reported self-evaluation and leadership evaluation is combined with qualitative assessment and quantitative assessment, in accordance with the prescribed licensing rights, conditions, standards and procedures.

Third, the scope of the usual assessment

The civil servant's usual assessment refers to the assessment of the civil servants of non-leadership members in the district, including civil servants at the department level and below. The usual assessment of the workers and staff members shall be carried out with reference to these Measures.

The assessment of the leadership members shall be handled by the competent authority in accordance with relevant regulations.

Fourth, the content and standards of the usual assessment

For the ordinary assessment of civil servants, the district editors will highlight the performance of the assessment according to the requirements of civil servants' moral, energy, diligence, performance and honesty. Combined with performance management and annual key tasks, the task will be decomposed and clearly assessed. Object-hosting responsibility, co-organizing responsibilities, and playing a role in the work, the civil servants fulfill their duties, the objectives and tasks of the completion phase, the quality of work and attendance as the key content, reflecting the difficulty and importance of the assessment object to complete the task Degree and quantity quality, efficiency effect.

The usual assessment is carried out according to the post classification. According to my actual situation, each is generally divided into two categories: the main office of each department, and the non-leaders of the department. The basic assessment indicators and quantitative scoring standards for each post refer to the "Quantitative Scoring Criteria for the Annual Assessment of Civil Servants in Fangshan District"

Five, the usual assessment methods and procedures

Usually assessment method

The civil servant's usual assessment work is organized and implemented by Fangshan District.

The competent departments of the district editors are responsible for the assessment, and the non-leaders in each department are responsible for the assessment of the department.

The civil servant's usual assessment is based on the quarterly period, and is evaluated once every quarter. The fourth quarter is combined with the annual assessment. According to the monthly work record, the quarterly work summary, leadership assessment and evaluation methods.

Usually appraisal program

Usually the assessment is generally carried out according to the following procedures:

1. Fill in the "Monthly Worksheet of Civil Service Months in Fangshan District"

"Monthly work record of civil servants" is a record of the breakdown of civil servants' monthly work tasks, and is the basic material for normal assessment. On the last working day of each month, the civil servants in the office must compare the work plan of this month, summarize the quantity and quality of the tasks and tasks completed, and fill out the “Monday Work Record of Civil Servants in Fangshan District” and report it to the supervisors for review. save.

2. Supervisor leadership quarterly assessment

The civil servants shall, on the last working day of each quarter, summarize the work situation in this quarter, and fill out the “Facilitary Appraisal Leadership Evaluation Form for Fangshan District Civil Servants”, and report to the competent leaders to sign the evaluation opinions.

Leadership assessment. Based on the monthly work records of civil servants, quarterly work summary and attendance, the competent leaders will, on the basis of listening to the opinions of the people within a certain scope, objectively and fairly sign the assessment on the “Guidelines for the Civil Service Ordinary Appraisal Leadership Evaluation in Fangshan District”. Evaluation opinions, and based on the "administrative measures in the usual assessment quantitative scoring standards and district planning work allowance management plan" developed by our office, the quantitative evaluation scores. The evaluation and evaluation results are fed back to the civil servants themselves by the supervisors of the assessment.

3. Recording results

The Office of the District Office of the Evaluation and Evaluation Leading Group is responsible for summarizing and recording the results of the usual assessments, and filling out the “Regulations for the preparation of civil servants' regular assessment results in Fangshan District”. The usual assessment results are an important basis for assessing the results of the annual assessment. The results of the assessment of leadership assessments are usually based on the percentage system and converted into “normal assessment scores”. In principle, they should account for 50% of the total annual assessment score.

Improve the work in a timely manner through the usual assessment. After the quarterly assessment is completed, the supervisors should combine the usual assessments, strengthen communication with the assessment targets, affirm the results, point out the shortcomings, and put forward suggestions for improvement.

The results of the usual assessment are linked to the salary and welfare of civil servants. The usual assessment results are an important basis for the issuance of work-related allowances. For civil servants whose usual assessment results are less than 60 points, 30% of the next quarter's work allowance is reduced. Civil servants who did not perform their duties as required during the entire assessment quarter did not participate in the quarterly assessment.

For civil servants who have been investigated for violations of law and discipline and have not yet closed the case, they will participate in the usual assessment and temporarily determine the results of the assessment; after the case is closed, if no punishment or punishment is given, the results of the usual assessment will be supplemented, and the work allowance will be handled in accordance with relevant regulations; After the case is closed, if it is recorded, recorded, relegated, dismissed, or violated the criminal law, the usual assessment during the filing period will not supplement the results of the usual assessment, and the work allowance will be handled in accordance with relevant regulations.

Seven, work requirements

Improve organization and strengthen leadership. The establishment of Fangshan District to organize a civil servant's usual assessment work leading group, specifically responsible for organizing the organization and implementation of the quarterly and annual assessment work of the unit.

Raise awareness and ensure stability. All civil servants in the organization unit carefully studied the "Interim Measures for the Assessment of Civil Servants in Fangshan District" to unify their thinking, raise awareness, ensure the stability of civil servants, and ensure the healthy development of the civil service.

It is necessary to strengthen education and discipline. Taking the "Beijing Civil Service Annual Assessment Basic Competency, Incompetent Standards and Other Standards" and the "Interim Measures for the Public Assessment of Civil Servants in Fangshan District" as an opportunity to strengthen publicity and education, promote the team's style of work, and improve the standardization of management. Seriously assess discipline, rigorously assess the program, strengthen the supervision and inspection of the assessment work, and ensure that the assessment work is fair and equitable, and ensure that the assessment work is carried out smoothly.


Part 3: Civil servants' usual assessment implementation plan

In order to further strengthen the construction of the civil service and improve the efficiency and service level of the organs, according to the "People's Republic of China Civil Service Law", "Civil Service Assessment Regulations" and the Organization Department of Shandong Provincial Party Committee, Shandong Provincial Department of Human Resources and Social Security, Shandong Provincial Civil Service Bureau With regard to the requirements of the Notice on Conducting the Pilot Work of Civil Servants' Regular Assessment, combined with the actual situation of the SIPO, the following specific implementation plans are proposed for the civil servant's usual assessment work.

I. Guiding ideology and principles

Adhere to the guidance of Deng Xiaoping Theory and the important thinking of the "Three Represents", thoroughly implement the scientific development concept and correct political achievements, adhere to the principles of performance, objectivity, classification, and simplicity, and establish and improve the civil service evaluation system. Give play to the basic role of the usual assessment in the construction of the civil service.

Second, the assessment content

The usual assessment should focus on the work of the global center, based on the duties and duties of the civil servants, and in accordance with the requirements of morality, energy, diligence, performance, and integrity, focusing on the performance of the work, focusing on assessing the performance of civil servants and completing daily tasks. Mission, attendance, and the performance of talents in difficult and dangerous tasks.

Work performance. l. Have a strong sense of professionalism and responsibility, work proactively, consider ahead of time, be a good candidate for the leadership in a timely manner, and do a good job in every serious and responsible manner. 2. Are you familiar with your business, accurately understand and grasp relevant policies, actively participate in political business learning, be able to stand alone in the business of the in charge, solve various problems in the work in a timely manner, and coordinate the relationship with the superior business department; The problem is not delayed or unequal, and the initiative is to report to the in charge of the leadership, actively coordinate and resolve, if it is difficult to solve the problem, timely explain to the relevant parties. 3. Whether it is efficient in work and good in service quality, it will be implemented for grassroots service work. The service attitude is good, the quality is high, and the grassroots units have no complaints. 4. Whether it has the spirit of reform and innovation. Breaking away the old-fashioned thinking and fearfulness, we can understand the problem comprehensively and dialectically, and guide the work practice with the concept of innovation and reform.

Administrative situation according to law. l. Are you conscientiously implementing the national laws, regulations, and guidelines and policies, and participating in the relevant laws and regulations as required to learn, practice, understand, and abide by the law. 2. Carry out administrative law enforcement, handle administrative examination and approval matters and perform other official duties in accordance with the prescribed duties and permissions, work procedures and norms, and strictly implement the first responsibility system and AB angle system.

Work style. 1. In accordance with the requirements of the important thinking of the "Three Represents", strengthen its own social morality and professional ethics, actively participate in the construction activities of the organs, continuously improve the work style, and earnestly achieve the people, pragmatic, and diligent. 2. Do you always go to the grassroots level, actively do practical things for the people, do good things, handle problems, and perform official duties, proceed from reality, and refrain from bureaucracy and formalism.

Integrity and obedience. Whether it is honest and political, and governing for the people, consciously use the rules of clean government and party discipline and political discipline to discipline themselves, strictly self-discipline, not to use their duties, to use power for personal gain, and to consciously resist all kinds of unhealthy practices in the execution of official duties.

Third, the usual assessment methods and procedures

The usual assessment is mainly carried out by the civil servants who are assessed to fill in the personal work record, the comprehensive review and evaluation of the competent leaders, and the approval of the leading body. The assessment period is one quarter. Each assessment is conducted at the end of each assessment period.

Personal record. At the end of each quarter, the assessed person will record the work of the quarter in the Civil Service Ordinary Assessment Record Form.

Supervisor leadership review. Gradually review the personal assessment of the individual. The heads of the department are reviewed by the main person in charge of the department every quarter. The main person in charge of the department is audited by the leaders in charge of the quarter, writing reviews, making comments, and making excellent, competent, basic and incompetent evaluations. The basic criteria for excellence, competence, basic competence, and incompetence are:

Excellent: Correctly implement the party, the country's line, principles, and policies, follow the rules and regulations, be familiar with the business, work diligently, have the spirit of reform and innovation, and have outstanding achievements.

Competence: Correctly implement the party, the state's line, principles, and policies, consciously abide by various rules and regulations, be familiar with or familiar with the business, work actively, and be able to complete tasks.

Basic Competency: Can basically complete his job, but the ideological and political quality and professional quality can not fully meet the requirements of the position, there are obvious deficiencies in work style, and self-discipline is poor. The quality and efficiency of the completed work is not high, or obvious mistakes occur at work due to subjective reasons.

Incompetence: Political and business quality is poor, it is difficult to adapt to work requirements, or work responsibility is not strong, can not complete work tasks, or cause serious mistakes in the work.

The lead agency has examined and approved. According to the overall performance of the appraisers and the evaluation of the supervisors, the bureau's assessment leadership team will conduct an overall balance every quarter. According to the excellent, competent, basic, and incompetent four, the results of this quarter will be determined and feedback will be provided to the appraisers.

The normal assessment of the members of the leadership team of the bureau shall be handled by the administrative department of the municipal party committee in accordance with relevant regulations. The normal assessment of the workers and staff members shall be carried out in accordance with the civil service assessment method.

Fourth, the use of assessment results

The usual assessment is linked to the annual assessment. When the annual assessment is determined, the usual assessment results occupy a large weight. The usual assessment results will serve as an important basis for civil servant job exchange, selection and appointment, training, management supervision, and incentives. The usual assessment is combined with the daily management of civil servants. The competent leaders will timely communicate the problems existing in the civil servants being assessed, guide and supervise them to make up for the shortcomings and improve the work.

V. Organizational leadership

Strengthening the civil servant's usual assessment and encouraging civil servants to start a business is related to the overall situation of civil service construction and urban management development. The staff of the bureau should attach great importance to it, earnestly study, comprehensively understand and grasp the content and focus of the assessment. All departments should coordinate, closely cooperate, take effective measures, and earnestly implement them. The Party Working Committee of the Bureau will put the strengthening of the civil servant's usual assessment work on the important agenda, and establish and improve the leading organization for the regular assessment organization. Established the Municipal Urban Administration Bureau civil servant peace assessment work leading group, the party working committee secretary, the director Tian Hao, the leader of the group, the deputy secretary of the working committee, deputy director Cao Chenghao as the deputy leader, members of other leading members and bureaus The composition of the responsible person is specifically responsible for the formulation of the usual assessment plan, the organization and supervision of the usual assessment work, and the determination of the quarterly assessment results of the staff. In addition, the specific supervision and implementation work is carried out by the Bureau of Political Science and Engineering. Each department will, after 3 working days in the next quarter, collect the "Public Civil Service Appraisal Record Form" and submit it to the Political Science and Engineering Department. The Political Science and Engineering Department earnestly conducts the auditing, categorization and archiving of the assessment records to ensure that the assessment work is carried out in a solid and effective manner.


Part 4: Civil servants' usual assessment implementation plan

In order to strengthen the daily management of the civil servants of this committee and further improve the assessment work mechanism, according to the requirements of the “Notice on Forwarding the Opinions on Strengthening the Civil Servants' Appraisal Work of the Administrative Organs” by the Organization Department of the County Party Committee and the County People's Social Security Bureau, The implementation plan for the civil servants of the commission organs:

I. Guiding ideology and principles

The civil servants of the government usually take the scientific development concept as the guidance, and the provincial, municipal, and county organizations organize the human and social departments as the basis for the usual assessment, adhere to establish a correct view of political achievements, and comprehensively, objectively, fairly, and accurately evaluate the performance of civil servants. And work performance, improve the quality and effectiveness of the annual assessment work of civil servants. Strengthening the daily management of civil servants plays an important role in motivating civil servants to be devoted to their duties, administration according to law, pioneering and innovating, improving work efficiency, and better serving the economic and social development of our county.

The usual assessment should adhere to the principles of objectivity, impartiality and performance.

Second, the scope and object of assessment

The assessment targets are civil servants other than the leading members and their equivalent staff, including those who are seconded to the committee or affiliated institutions through the organization of the human and social departments and refer to the civil service management.

Third, the assessment content and standards

The contents of the usual assessment include: the completion of work tasks, work efficiency, attendance, integrity and discipline, and learning and training.

The usual assessment results are divided into four equal times, which are excellent, competent, basic, and incompetent.

To be determined to be excellent, the following conditions must be met:

High ideological and political quality; 2. proficient in business, strong work ability; 3. Strong sense of responsibility, diligence and diligence, good work style; 4. outstanding work performance; 5. clean and honest.

To be qualified, you must have the following conditions:

1. High ideological and political quality; 2. Familiar with business and strong work ability; 3. Strong work responsibility, positive work, good work style; 4. Ability to complete my job; 5. Integrity and self-discipline.

Those who have one of the following conditions should be identified as basic competent:

1. The ideological and political quality is general; 2. The ability to perform duties is weak; 3. The work responsibility is general, or the work style is obviously insufficient; 4. Can basically complete the job, but the number of completed work is insufficient, quality and efficiency Not high, or have a big mistake in the work; 5 can basically be honest and self-disciplined, but in some respects there are deficiencies.

Those who have one of the following conditions should be identified as incompetent:

2. Ideological and political quality is poor; 2. Business quality and work ability can not meet the requirements of work; 3. Job responsibility or work style; 4. Can not complete work tasks, or serious mistakes in work, dereliction of duty causes major losses or bad society Impact; 5. There is a problem of incorruptibility, and the situation is more serious.

Fourth, the assessment time

The daily assessment is based on monthly registration and quarterly review and evaluation. At the end of each quarter, the assessment is carried out. At the beginning of the second year, according to the deployment of the county people and social security bureau, the annual assessment is organized.

Five, the usual assessment methods and procedures

Assessment method. Based on the content of the usual assessment, self-reporting, service object evaluation and leadership review and evaluation methods are adopted.

Assessment program. The usual assessment adopts the method of the appraisal person to fill in the "normal assessment record book". The civil servants participating in the assessment will self-report the monthly work tasks, work efficiency, attendance, integrity and discipline, and study and training. Summarize and evaluate, report on the performance in the handling of emergencies, non-planned work, complete important tasks, and accept feedback from the service targets and public complaints, and report to the supervisors on a quarterly basis. And other suggestions. The evaluation comments are promptly fed back to the person being assessed.

Six, the relevant requirements

Unify thinking and raise awareness. Civil servant assessment is the basis of annual assessment. Strengthening civil servant assessment is conducive to strengthening the construction of civil servants; it is conducive to better mobilizing the enthusiasm of civil servants and comprehensively improving the quality of civil servants; it is conducive to improving work efficiency and achieving quality services. Each unit should raise awareness of the importance of the usual assessment work, combine the usual assessment with the annual key work, combine with the efficiency of the development of the agency, combine with the pioneering activities, and promote the goals of the year. The tasks are combined to improve work efficiency and ensure the implementation of the work.

Objective and fair, scientific evaluation. The usual assessment is an important means to strengthen the daily management of civil servants. Adhere to the principles of objective and fair, hierarchical classification, and focus on performance, combined with the completion of annual key work, daily work, monthly work, etc., scientific evaluation, to enhance the quality of civil servants, improve work efficiency, establish a departmental image to enhance motivation and vitality.

Strengthen leadership and standardize operations. In order to strengthen the organization and leadership of the civil servant's usual assessment work, the party committee secretary and director Li Jiaxiang were set up as the team leader, the deputy secretary of the party group and deputy director Zheng Shuxing as the deputy team leader, and the office director Huang Jie as the member of the civil servant assessment leading group, the office specific Responsible for the implementation of civil servants' normal and annual assessment work.

The members of the leading group of the committee and the staff of the equivalent positions shall fill in the "normal assessment record" according to the file regulations.


Part V: Civil servants' usual assessment implementation plan

In order to further improve and standardize the assessment of civil servants, strengthen the daily management of the civil servant team, gradually establish a normal assessment and incentive mechanism, accumulate information for the annual assessment, and provide evidence, according to the Municipal Human Resources and Social Security Bureau. The Ministry of Human Resources and Social Security's Shandong Provincial Civil Service Bureau's Notice on Notifying the Pilot Work of Civil Servants' Regular Assessment Pilots requires the following measures to strengthen the normal assessment of civil servants in the bureau.

First, the usual assessment object

Non-leadership members of the bureau

Second, the basic method

1. In accordance with the requirements of morality, energy, diligence, performance, and honesty, focusing on work performance, focus on assessing the performance of civil servants in performing their duties, completing daily tasks, attending work, and demonstrating their talents in difficult and dangerous tasks.

2. Adopt a monthly work record and a comprehensive evaluation of quarterly work. The assessed civil servants fill in their personal work records on a monthly basis, and the competent leaders conduct quarterly comprehensive review and evaluation.

3. Adopt the method of comprehensive evaluation of the leadership leadership. The deputy researcher is comprehensively evaluated by the main leaders. The responsible persons of the department are in turn evaluated by the leaders and the main leaders. The other civil servants who are assessed are in turn evaluated by the head of the undergraduate and the leaders in charge.

Third, the basic program

1. Self-reporting. According to the monthly work plan, the completion of the target tasks or the progress of the work, the reasons for the unfinished tasks and the attendance, the assessed person fills in the “Certificate of Civil Servants' Daily Assessment”. The record sheet is kept by the person and the department separately.

2. Leadership review and evaluation. At the end of each quarter, the supervisors review the monthly work record of the civil servants who are being assessed, and check the duties of the examinee, the tasks undertaken, the work objectives, the work attitude, the efficiency and attendance, and the difficult and heavy tasks. The performance of the German can be completed, fill in the comprehensive evaluation opinions. Each department will submit the last quarterly record to the Personnel Section for filing before the 5th of the first month of each quarter.

3. Feedback assessment results. The supervisors will feedback the assessment opinions and assessment results to the assessed civil servants through individual interviews, etc., and urge them to correct or take effective measures to help solve the existing problems.

Fourth, the application of the assessment results

1. The results of the usual assessments are the main basis for the selection and appointment of cadres and the rewards and punishments for cadres and workers.

2. If the usual assessment is determined to be basically satisfactory and the following assessments are made once, the annual assessment shall not be rated as excellent, and the in charge of the supervisor shall supervise and warn the educational conversation and improve within a time limit.

V. Management and supervision of assessment

1. The main leaders of the bureau bear the overall responsibility for the usual assessment, and set up a bureau leading assessment team, which is responsible for the organization management and supervision of the usual assessment work.

2. The leaders in charge and the person in charge of the department must conscientiously implement the relevant provisions of the civil servant's usual assessment, and correct the problems found in the usual assessment work. Acts of malpractice, falsification, retaliation, and non-enforcement of regulations shall be dealt with seriously in accordance with relevant regulations.