Public service performance appraisal implementation plan

In order to comprehensively and accurately evaluate the work performance and work efficiency of our unit's public servants in 2019, it is convenient to use the “Public Personnel Performance Appraisal Management System” to evaluate the public servants of the unit. According to the “Essentials of Civil Servants and Government Institutions in the Erqi District of Zhengzhou City According to the provisions of the Performance Appraisal Plan and the actual work of our unit, the implementation plan for the performance appraisal of the public service of our unit in 2009 is as follows:

First, the guiding ideology

In accordance with the requirements of the scientific development concept and the correct outlook on political achievements, with the goal of building a "pragmatic, efficient, diligent, and honest government", we will establish an evaluation system that combines administrative efficiency, core assessment, and annual assessment. The Personnel Performance Assessment Management System will increase the way of democratic appraisal, implement process management and scientific evaluation of the work of public servants in our unit, and fully mobilize the enthusiasm and creativity of public servants.

Second, the performance appraisal target of the bureau is all in the process of compiling public servants.

Third, performance appraisal content and scoring standards

The performance appraisal is divided into the appraisal and the year-end appraisal. The main appraisal work is usually assessed. The year-end appraisal is the appraisal of the comprehensive performance of the five-year Sino-German, energy, diligence, performance and low-cost.

1. Usually assessment content and assessment criteria

Work efficiency, completion of various tasks, including; progress, number of completions, etc.; quality of work, quality of completion of work, quality awareness, sense of responsibility, work ambiguity, error situation, etc.; attendance, attendance of the assessed personnel Situation; work skills, mastery of the work skills of the appraisers; compliance with regulations and cooperation, whether the appraisers are in compliance with relevant rules and regulations and work obedience; overall impression, the overall performance of the appraisers on the work and daily performance of the appraisers impression. [60% of annual assessment results]

2. The assessment content and standard year-end assessment of the year-end assessment are based on the percentage system. Performance appraisal is based on the duties of the staff and the tasks undertaken, including the five aspects of morality, energy, diligence, performance and integrity.

De, mainly assessing the performance of political, ideological and moral qualities. Specifically, it is manifested in political attitudes, ideology, etc.; able to mainly assess business knowledge and work ability. The specific performance is in the aspects of work ideas, knowledge mastery and work processing; diligence, mainly assessing work attitude and diligent and dedicated performance. The specific performance is in complying with various rules and regulations, work initiative, enthusiasm, etc.; performance is to assess the performance of the work, specifically in the work completion, performance and other aspects; honest, refers to clean and self-discipline performance, focusing on the party style Assessment of the implementation of relevant provisions on the construction of a clean government. [40% of annual assessment results]
Fourth, assessment and other times

The criteria for assessment are based on the duties and responsibilities of public servants and the annual work objectives and tasks undertaken. After the usual assessment and year-end assessment, the final assessment of the annual assessment is excellent, competent, basic, and incompetent.

1. Excellent: It can conscientiously implement the party, the country's line, principles, and policies, high ideological and political quality, law-abiding, proficient in business, strong work ability, good work style, outstanding work performance, diligence and enthusiasm, reform and innovation, responsibility Strong, diligent and responsible, clean and honest.

2. Competency: Implementing the party, the country's line, principles, and policies, high ideological and political quality, better adherence to various rules and regulations, familiarity with business, strong work ability, enthusiastic service, and ability to accomplish work objectives and tasks well. Strong sense of responsibility, positive work, good work style, honest and self-discipline.

3. Basic Competency: Have a certain ideological and political quality foundation, general business ability, general work responsibility, or lack of work style, lack of work enthusiasm, initiative, and weak ability to perform duties; can basically complete their work, but complete The number of jobs is insufficient, the quality and efficiency are not high, or there are big mistakes in the work; they can basically be honest and self-disciplined, but there are some shortcomings.

4. Incompetent: the quality of political business is poor, it is difficult to adapt to work requirements, work responsibility is not strong, work style is poor, can not complete work tasks, or cause serious losses or bad social impacts due to serious mistakes, dereliction of duty; business quality and work ability Can not adapt to the work requirements; there are problems of non-corruption, and the situation is more serious.

V. Assessment methods

The performance appraisal of public servants is divided into the usual appraisal and the year-end appraisal. Under the leadership of the performance appraisal leading group of the unit public servants, the special person is specifically responsible.

Ordinary assessment

The public servants of this unit should make timely and truthful records in their normal work. The responsible person of the department should check and review them from time to time. After each quarter, the unit performance appraisal leading group should organize the quarterly work of each public servant. Performance assessment.

1. Examination content

The usual assessment mainly assesses the work efficiency, work quality, work skills, attendance, compliance with rules and regulations of public servants.

2. Assessment method

The usual assessment is to adhere to the principle of being accurate, timely, simple, and pragmatic, and adopts a monthly summary and quarterly assessment method. The specific programs and requirements are as follows:

After the end of the week, the public servant will fill in the completion of the work target task of this week to the performance appraisal system of the public servant, and summarize the monthly summary.

The assessment of each quarter is publicly scored on the first regular meeting of the second quarter. First, the unit's public servants should be responsible for the completion of the quarterly work, political and ideological performance, lack of work, and work innovation, rewards and punishments, attendance, etc. Make a brief written report to the unit performance appraisal leading group, then vote for the democratic score, and the average weighted average.

The final score is determined: the work efficiency, work quality, work skills are determined by the heads of departments or in charge of the refereeing of the democratic scores; the attendance is determined by the usual sales, signing, etc.; compliance with regulations and cooperation, the overall impression is completely in accordance with The democratic score is determined.

The responsible leaders and department heads will confirm the individual scores and other times in the quarter, enter the performance appraisal system, and record the records for use in the annual appraisal.

At the end of each quarter, the leaders in charge of the work according to the quarterly work report of the public servants, combined with their usual actual performance, objectively and impartially evaluate the public servants, and write comments, the comments should point out the performance and deficiencies of the civil servants, and propose the next step Guidance for work.

The assessment leadership team supervised and inspected. The unit performance appraisal leading group shall promptly supervise and inspect the ordinary work documentary status of the public service personnel of the unit and the evaluation of the in charge of the leadership, supervise the evaluation procedures such as scoring and summary, and record the evaluation opinions of the leaders and the main performance records of the peacetime.

3. The use of usual assessment results

Once the quarterly assessment is determined to be “incompetent” grade, the annual assessment cannot be determined as “excellent” and the like; if it is determined to be “incompetent” twice, the annual assessment of the current year should be directly determined as “incompetent”; During the four consecutive quarters of the year, the average assessment was determined to be “excellent” grades, and appropriate points could be given during the annual assessment; the usual assessment scores were included in the individual's annual performance appraisal scores with a 60% weight. [nextpage] annual assessment

The annual performance appraisal is based on the usual performance appraisal, and combined with the year-end job performance and comprehensive quality appraisal results, calculated according to the proportion.

1. Assessment content and other times

The annual assessment content mainly includes work performance and comprehensive quality. The assessments are four times such as “excellent”, “competent”, “basic competent” and “incompetent”.

2. Assessment method

The annual assessment is divided into two steps. First, the year-end job performance evaluation and the talent evaluation of the talents are evaluated, each accounting for 20% of the annual assessment weight. Then calculate the annual score according to the specific gravity, and finally get the annual results, according to the high and low scores and excellent ratios, confirm that our unit should report excellent times and outstanding personnel of our unit.

3. Assessment program

The year-end assessment, once a year, is organized by the Bureau of Performance Appraisal Leading Group, at the end of the year or at the beginning of the following year. The annual assessment should be carried out on the basis of the usual assessment. The two assessments at the end of the year accounted for 40% of the total annual assessment. The basic program is:

Personal summary. The appraisers should realistically sum up the performance of duties and tasks, work innovation, political and ideological performance in the past year, write written materials, and make brief reports to all units.

Annual job performance appraisal. It mainly evaluates the completion of the annual performance of public servants. The main units are the leaders, department heads, and colleagues in the department. The weights are implemented in accordance with the specific provisions of the district assessment method.

Comprehensive quality and democratic review. On the basis of personal summary, refer to the individual's usual assessment and record, organize all cadres and workers to carry out democratic appraisal, mainly adopt the method of full democratic appraisal to evaluate the performance of the unit's public servants in terms of morality, energy, diligence and honesty. In order to improve the accuracy of the assessment, in accordance with the principle of who knows who is evaluating, for each public servant, the unit is in charge of leadership, other leaders, department heads, and other public servants to conduct democratic appraisal.

The democratic appraisal is divided into four categories: excellent, good, average and poor. The scores of four equals are: excellent 90 points or more, good 80 points or more, generally 60 points or more, and incompetent 60 points. The comprehensive quality assessment scores are weighted according to the weight ratio. Finally, the proportion of the comprehensive quality is converted into the annual assessment individual score.

Calculate the individual's annual assessment score. The final score of the individual annual assessment consists of the usual work assessment score, the year-end job performance assessment score, the comprehensive quality evaluation score and the annual special assessment plus or minus points.

Determine the assessment and other times. The annual assessment and other times are collectively studied and confirmed by the unit performance appraisal leading group according to the final score of the individual. In principle, the outstanding personnel of the reporting unit of our unit will be determined from high scores to low scores. If the results cannot be separated, the unit performance appraisal leading group will convene, and all the members of the bureau will participate in the secret ballot. , the method of publicly singing votes, democratically elected from candidates, and the record of democratic selection and results

The unit performance appraisal leading group research determines the appraisers and other times, and informs the appraisers in writing of the appraisal results. The appraisers must sign personal opinions on the annual appraisal registration form.

Publicity. After the annual assessment results and the equal determination, they shall be publicized in the public notice column of the unit, and the publicity time shall be no less than 7 days. If there is any dispute during the publicity period, the performance assessment leading group shall explain it.

Filing. After the end of the annual assessment work, if there is no objection to the publicity, the results of the assessment of the unit shall be reported to the District Personnel Bureau, and the annual assessment of the unit shall be confirmed and the information shall be kept in record.

4. Use of annual assessment results

After the individual annual assessment is confirmed, it is reported to the district people's labor bureau. As the basis for the promotion of the position and the salary adjustment, the unit shall reward the civil servants who are rated as excellent and excellent at the end of the year to encourage them. In addition, the unit There are 3 outstanding places in the interior, and the selection method is the same as the excellent selection method. The 3 outstanding staff members and units must also carry out the necessary spiritual and material rewards.

Annual special evaluation

Annual special