本文選題：公務(wù)員 + 績(jī)效考核　； 參考：《云南大學(xué)》2015年碩士論文

【摘要】：隨著《中華人民共和國(guó)公務(wù)員法》的正式施行和《公務(wù)員考核規(guī)定(試行)》的制定實(shí)施,我國(guó)的公務(wù)員制度建設(shè)進(jìn)入了新的階段。各種新的管理理念、技術(shù)和方法不斷在政府部門(mén)得到應(yīng)用,績(jī)效考核便是一例。為進(jìn)一步增強(qiáng)公務(wù)員依法辦事、服務(wù)人民的意識(shí)和能力,提升行政效能和公共服務(wù)水平,昆明市制定實(shí)施了《昆明市公務(wù)員績(jī)效考核實(shí)施辦法(試行)》(2011年)。然而,在公務(wù)員績(jī)效考核工作正常開(kāi)展的背后,一系列有關(guān)該政策執(zhí)行的問(wèn)題漸漸凸顯了出來(lái)。有的部門(mén)拖延政策執(zhí)行,擱置績(jī)效考核；有的部門(mén)沿襲目標(biāo)考核,不能彰顯績(jī)效；有的部門(mén)照搬考核辦法,忽視崗位差異；還有的部門(mén)只看執(zhí)行過(guò)程,不管結(jié)果反饋。 于是,本文從政策執(zhí)行的行動(dòng)理論和組織理論出發(fā),運(yùn)用文獻(xiàn)分析和案例研究的方法,讓讀者了解昆明市公務(wù)員績(jī)效考核政策的形成和執(zhí)行情況,通過(guò)建構(gòu)公務(wù)員績(jī)效考核政策執(zhí)行的知識(shí)框架,為昆明市該項(xiàng)政策的有效執(zhí)行提供對(duì)策建議,并為我國(guó)其它地方的公務(wù)員績(jī)效考核政策執(zhí)行所借鑒。為此,本文首先回顧了昆明市公務(wù)員績(jī)效考核政策的形成過(guò)程,并將其劃分為三個(gè)階段：后傳統(tǒng)考核階段(1993年至2000年)、目標(biāo)考核階段(2001年至2010年)、績(jī)效考核階段(2011年至今),逐一梳理了各階段的背景和特點(diǎn),并進(jìn)行了評(píng)析。 通過(guò)研究,本文以為,影響公務(wù)員績(jī)效考核政策有效執(zhí)行的變量不僅包括政策本身的合法性和政策資源的充足性,執(zhí)行機(jī)構(gòu)的權(quán)威性和執(zhí)行人員的政策認(rèn)知,目標(biāo)群體的政策認(rèn)同和利益權(quán)衡,政治、經(jīng)濟(jì)、社會(huì)和技術(shù)環(huán)境等史密斯政策執(zhí)行過(guò)程模型中提到的四個(gè)因素,還與政策執(zhí)行的體制因素緊密相關(guān),具體包括官僚制的層級(jí)體制,政策執(zhí)行的參與、監(jiān)督和問(wèn)責(zé)體制。因此,加強(qiáng)公務(wù)員績(jī)效考核政策的有效執(zhí)行,不僅要通過(guò)優(yōu)化政策制定策略來(lái)消除政策自身缺陷,以促進(jìn)事權(quán)與財(cái)力的統(tǒng)一等方式健全政策基礎(chǔ)資源,通過(guò)加強(qiáng)政策宣傳培訓(xùn)來(lái)克服政策認(rèn)同障礙,還要通過(guò)推進(jìn)行政層級(jí)改革、細(xì)化權(quán)責(zé)關(guān)系來(lái)完善政策執(zhí)行體制,理順政策執(zhí)行關(guān)系,同時(shí)要推進(jìn)配套制度建設(shè),突出政策執(zhí)行的過(guò)程管理。
[Abstract]:With the implementation of the Civil servant Law of the people's Republic of China and the establishment of the Civil servant Assessment Regulation (trial), the construction of the civil servant system in China has entered a new stage.A variety of new management concepts, techniques and methods have been used in government departments, performance appraisal is an example.In order to further strengthen the civil servants' consciousness and ability to serve the people and improve the administrative efficiency and the level of public service, Kunming has formulated and implemented the measures for the implementation of the performance Appraisal of Civil servants in Kunming (for trial implementation) (2011).However, behind the normal performance appraisal of civil servants, a series of issues about the implementation of the policy gradually highlighted.Some departments procrastinate the implementation of policies, shelving performance appraisal; some departments follow the target assessment, can not show performance; some departments copy the assessment method, ignoring post differences; others only look at the implementation process, regardless of the results feedback.Therefore, based on the action theory and organization theory of policy implementation, using the methods of literature analysis and case study, this paper makes readers understand the formation and implementation of civil servant performance appraisal policy in Kunming.By constructing the knowledge framework of the implementation of the civil servant performance appraisal policy, this paper provides countermeasures and suggestions for the effective implementation of this policy in Kunming, and draws lessons from the implementation of the civil servant performance appraisal policy in other parts of our country.Therefore, this paper first reviews the formation process of the performance appraisal policy for civil servants in Kunming.It is divided into three stages: the post-traditional appraisal stage (1993-2000), the target assessment stage (2001-2010) and the performance appraisal stage (2011-present). The background and characteristics of each stage are combed out one by one and analyzed.Through the research, this paper holds that the variables that affect the effective implementation of the performance appraisal policy of civil servants include not only the legitimacy of the policy itself and the adequacy of policy resources, but also the authority of the executive body and the policy cognition of the executors.The four factors mentioned in Smith's policy implementation process model, such as political, economic, social and technological environment, are closely related to the institutional factors of policy implementation.These include bureaucratic hierarchies, participation in policy implementation, oversight and accountability.Therefore, to strengthen the effective implementation of the performance appraisal policy of civil servants, we should not only optimize the policy formulation strategy to eliminate the shortcomings of the policy itself, but also improve the basic policy resources by promoting the unity of power and financial resources.Through strengthening policy propaganda and training to overcome the obstacles of policy identity, we should also improve the policy implementation system and rationalize the policy implementation relationship by promoting the reform of the administrative hierarchy and refining the relationship between power and responsibility. At the same time, we should promote the construction of supporting systems.Highlight the process management of policy implementation.
【學(xué)位授予單位】：云南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 崔慧姝;劉\，

本文編號(hào)：1746200