我国公共部门绩效管理的不足及对策

Shortcomings and Countermeasures in Performance Management of Public Sectors in China

公共部门绩效管理是近年来中国公共管理学界所关注的热点问题之一。当前中国公共部门绩效管理中存在的问题和不足,主要在于制度基础和社会环境的缺乏、价值取向存在偏差、评估主体单一、对绩效反馈环节的忽略、政府绩效管理与对公务员个人的绩效考评相脱离,等等。导致这些问题的原因是多方面的:制度层面上缺乏相应法律的规范、相关人员停留在传统考核阶段的观念、干部管理上单一强调经济增长在评定政绩中的作用以及中国公共部门绩效管理的实践与理论研究的分离。因此,改进中国公共部门绩效管理效果既要建立制度基础,注重填补法律空白,加强实践与理论研究的结合,又要重视管理技术的完善。

The public administration academia of China has paid close attention to the performance management of public sectors in recent years. This thesis analyzes the problems and shortcomings in the current performance management of public sectors in China in the following aspects： the system foundation and social environment are imperfect; deviations exist in people＇s value judgments; the main staff for evaluation presents a unitary image; the feedback of performance is ignored; the government＇s management of performance disconnects with the performance evaluation of the public servants and so on. The reasons for the problems are as follows ： first, from the system perspective, relevant laws and regulations are insufficient ; second, the personnel＇s concept for performance evaluation is still at the traditional evaluating stage; third, as for the cadre management, the economic achievement is the sole indicator for cadre achievements evaluation in their official careers; fourth, practice is severed from theory in the performance management of public sectors in China. Therefore, the way to improve the management effects should include not only establishing the system foundation, making up for loopholes of law and emphasizing the combination between practice and theory study but also perfecting the managing techniques.