突破德能勤绩廉考核标准,深化公务员绩效管理体系——以北京市P镇政府为例

Reformation and Innovation for Performance Management System in District-Level Government—A Case Study of P Town Government in Beijing

自20世纪90年代起,我国公务员系统便开始以“德能勤绩廉”为绩效重点进行考核。然而一些学者对这种绩效考核方法和其效果进行质疑,面对政府工作人员高比例的工作倦怠和满意度低下的情况,本研究对北京市P镇政府进行了为期半年的实地调研,采用文献研究、工作分析以及深度访谈等质性研究方法,对其现行的绩效考核系统进行问题诊断,在保留“德能勤绩廉”大方向的基础上,进行突破和改革,简化其操作过程,增强其导向作用,从而调动公务员的工作积极性,支持政府发展战略的贯彻落实。

Many researchers articulate their concern that the Chinese civil service suffers from several severe problems, such as inefficient performance appraisal, low organizational commitment and job burnout. In this study, 42 civil servants at non-leading positions from different departments and 15 leaders in P Town Government were interviewed to assess the extent to which the members were satisfied with the performance appraisal system. Furthermore, the problems of the current performance appraisal system were analyzed and suggestions for improving the appraisal process were discussed. The results demonstrate that both the leaders and the subordinates have quite a low level of satisfaction to the current performance appraisal system. Yet, they have different reasons, based on which some suggestions are generalized to improve the appraisal system as well as increasing the civil servants’ satisfaction.