Summary of township performance appraisal work
In order to strengthen the administrative efficiency of the organs, improve the style of the organs, improve the enthusiasm, initiative and creativity of public servants, and improve the efficiency of work and the level of administrative management, according to the "People's Republic of China Civil Service Law", the Central Organization Department, the Ministry of Personnel "Civil Service Assessment Regulations" And the spirit of the "Xinping County Office Staff Performance Assessment Method" archives, ** township combined with the actual, comprehensive implementation of performance appraisal work, and achieved significant results, the performance appraisal work since the first quarter is summarized as follows:
I. Carrying out the basic situation of performance appraisal Conducting preliminary research To ensure the smooth implementation of performance appraisal work, from August to November XX, the township party committee and government organizations organized relevant personnel to conduct in-depth research in the station and village groups, and the appraisal object and assessment content The assessment methods and methods are carried out in detail to understand and, through research, to lay a solid foundation for the formulation of the program.
The establishment of the leading group to strengthen the performance evaluation of the organization and leadership, at the end of November XX, the township party committee, the government set up a party committee secretary, the head of the township and deputy secretary of the party deputy team leader, the station director, discipline inspection, the labor union chairman The general employee representative is the member's leading group, and the leading group office is set up to organize the office in the township. It is clear that the township organization personnel and personnel are responsible for handling the daily affairs of the performance appraisal work, ensuring the smooth progress of the performance appraisal work.
Formulating the assessment plan On the basis of earnest research, the township party committee and government clearly defined job assignments and job responsibilities, and refined the post indicators. On December 10, XX, the mobilization meeting was held in time to fully deploy the purpose, significance and reform objectives of the performance reform, and the reform contents. .
On December 15th, XX, the “Implementation Plan for ** Township Performance Reform” was formulated. From December 15th to 20th, the opinions and suggestions were fully sought through the holding of public meetings, workers' meetings, party and government committees, and party committees. Carefully draw on and adopt the opinions and suggestions put forward by the people and employees. Finally, after the consent of more than two-thirds of all cadres and workers, it will be implemented from January 1, XX.
** Township performance appraisal program clearly stipulates: the scope and object of assessment are government staff and public management personnel, excluding township party committees, people's congresses, and government leaders; institutions are not included in the assessment scope. The source of the assessment fund is the staff of the township government agency and the public management staff. The work allowance for the staff of the cadre is distributed to the assessment fund according to the per capita salary of 500 yuan/month; the assessment method is quarterly assessment; the assessment method is assessed by the percentage system. The job responsibilities are divided into public responsibilities and specific job responsibilities, and combined with the completion of the work assigned by the attendance and leadership, the township assessment team is responsible for organizing the assessment and salary, the score of each score is 15 yuan, and the assessment score is less than 80 points. If it is unqualified, it is not allowed to receive assessment funds.
Comprehensive organization and implementation
Since January XX, the township party committee and government have first defined the position and job responsibilities according to the “** Township Performance Appraisal Plan” passed by the employees. The employees’ voluntary registration, organization inspection, and public appraisal are used to determine their respective positions. There are more than 3 people in the post to register, take the position of competition, and the position of no one to be registered is determined by the organization, and the rotation of the individual posts is carried out. The 16 positions of the township are all adjusted and enriched, and everyone is done. There are positions and everyone has responsibilities.
2. Distribution of performance appraisal wages in the first quarter of XX
From April 1st to 5th, XX, the township leading group carried out inspection and assessment on a case-by-case basis according to the implementation plan, and calculated the individual's first-quarter performance salary according to the assessment score. After publicity, the county finance bureau issued performance pay. In the first quarter, the performance salary was 4XX yuan, the average per capita cashing was 1,500 yuan, the highest performance salary was 1700 yuan, and the lowest was 1200 yuan. The performance wage gap was not large. The main reason was that the data of many indicators in the first quarter was difficult to calculate, and the points and points were difficult. Very big.
Third, the problems and shortcomings in performance appraisal First, the assessment indicators are difficult to refine and quantify, especially the group organizations such as workers and women are prominent;
Second, most of the employees in our country are old and have low culture, and there are more empty editors. The existing staff can not meet the job requirements of the post;
Third, some employees have opinions on the use of deduction of his own allowance.
Fourth, the next work plan and suggestions One is to improve the daily supervision and inspection of performance appraisal work;
The second is to comprehensively refine and quantify the indicators, and set scores and wages according to the indicators;
The third is to strengthen the management of marks.
Suggest:
First, the county direct department corresponds to the station or business personnel of the township, and the relevant assessment contents are issued, and the township directly carries out the assessment;
Second, the county party committee and county people's government can come up with certain evaluation and reward funds and increase the intensity of rewards.
I. Carrying out the basic situation of performance appraisal Conducting preliminary research To ensure the smooth implementation of performance appraisal work, from August to November XX, the township party committee and government organizations organized relevant personnel to conduct in-depth research in the station and village groups, and the appraisal object and assessment content The assessment methods and methods are carried out in detail to understand and, through research, to lay a solid foundation for the formulation of the program.
The establishment of the leading group to strengthen the performance evaluation of the organization and leadership, at the end of November XX, the township party committee, the government set up a party committee secretary, the head of the township and deputy secretary of the party deputy team leader, the station director, discipline inspection, the labor union chairman The general employee representative is the member's leading group, and the leading group office is set up to organize the office in the township. It is clear that the township organization personnel and personnel are responsible for handling the daily affairs of the performance appraisal work, ensuring the smooth progress of the performance appraisal work.
Formulating the assessment plan On the basis of earnest research, the township party committee and government clearly defined job assignments and job responsibilities, and refined the post indicators. On December 10, XX, the mobilization meeting was held in time to fully deploy the purpose, significance and reform objectives of the performance reform, and the reform contents. .
On December 15th, XX, the “Implementation Plan for ** Township Performance Reform” was formulated. From December 15th to 20th, the opinions and suggestions were fully sought through the holding of public meetings, workers' meetings, party and government committees, and party committees. Carefully draw on and adopt the opinions and suggestions put forward by the people and employees. Finally, after the consent of more than two-thirds of all cadres and workers, it will be implemented from January 1, XX.
** Township performance appraisal program clearly stipulates: the scope and object of assessment are government staff and public management personnel, excluding township party committees, people's congresses, and government leaders; institutions are not included in the assessment scope. The source of the assessment fund is the staff of the township government agency and the public management staff. The work allowance for the staff of the cadre is distributed to the assessment fund according to the per capita salary of 500 yuan/month; the assessment method is quarterly assessment; the assessment method is assessed by the percentage system. The job responsibilities are divided into public responsibilities and specific job responsibilities, and combined with the completion of the work assigned by the attendance and leadership, the township assessment team is responsible for organizing the assessment and salary, the score of each score is 15 yuan, and the assessment score is less than 80 points. If it is unqualified, it is not allowed to receive assessment funds.
Comprehensive organization and implementation
Since January XX, the township party committee and government have first defined the position and job responsibilities according to the “** Township Performance Appraisal Plan” passed by the employees. The employees’ voluntary registration, organization inspection, and public appraisal are used to determine their respective positions. There are more than 3 people in the post to register, take the position of competition, and the position of no one to be registered is determined by the organization, and the rotation of the individual posts is carried out. The 16 positions of the township are all adjusted and enriched, and everyone is done. There are positions and everyone has responsibilities.
2. Distribution of performance appraisal wages in the first quarter of XX
From April 1st to 5th, XX, the township leading group carried out inspection and assessment on a case-by-case basis according to the implementation plan, and calculated the individual's first-quarter performance salary according to the assessment score. After publicity, the county finance bureau issued performance pay. In the first quarter, the performance salary was 4XX yuan, the average per capita cashing was 1,500 yuan, the highest performance salary was 1700 yuan, and the lowest was 1200 yuan. The performance wage gap was not large. The main reason was that the data of many indicators in the first quarter was difficult to calculate, and the points and points were difficult. Very big.
Third, the problems and shortcomings in performance appraisal First, the assessment indicators are difficult to refine and quantify, especially the group organizations such as workers and women are prominent;
Second, most of the employees in our country are old and have low culture, and there are more empty editors. The existing staff can not meet the job requirements of the post;
Third, some employees have opinions on the use of deduction of his own allowance.
Fourth, the next work plan and suggestions One is to improve the daily supervision and inspection of performance appraisal work;
The second is to comprehensively refine and quantify the indicators, and set scores and wages according to the indicators;
The third is to strengthen the management of marks.
Suggest:
First, the county direct department corresponds to the station or business personnel of the township, and the relevant assessment contents are issued, and the township directly carries out the assessment;
Second, the county party committee and county people's government can come up with certain evaluation and reward funds and increase the intensity of rewards.
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