The results of Ji'nan civil servants' daily assessment work are linked to rewards and punishments.
source of the Ji'nan daily
reporter today from the municipal civil servants' peacetime assessment work mobilization and deployment meeting, since January, since January, the staff members of the municipal authorities at all levels except the Party committee management cadres at all levels have been tested. The results of the assessment will be made. It is a reference for civil servants to reorder, promote, use, reward, discipline and dismiss disciplinary actions. The results of
are divided into four equal
opinions (Trial Implementation) of the civil servants in Ji'nan according to the Organization Department of the municipal Party committee, the Municipal Bureau of people's society and the municipal civil service bureau. The key tasks and attendance are evaluated for their performance and efficiency. The assessment method is the combination of personal self-evaluation and democratic evaluation, and the combination of unified organization and grading responsibility.
the usual assessment of the implementation of Zhou Jishi, monthly summary, and quarterly evaluation methods, that is, the assessors to the individual work every week to carry out the organization of the unit in accordance with the weekly record of work in accordance with the summary of the monthly summary of the situation on the basis of a democratic review. At the end of each quarter, the main person in charge of the unit within the unit writes the comments on the basis of the performance of the week, the monthly summary, the performance of the work and the results of the democratic assessment.
according to the regulations, the results of civil service assessment in Ji'nan are divided into four grades: excellent, competent, basic competent and incompetent. The number of outstanding people should generally be controlled within 40% of the number of participants, and not more than 50%. The results of the assessment are the basis and basis of the annual assessment, which is the basis and basis of the annual assessment.
an examination of an incentive team to promote the team of
Wang Junping, deputy director of the Municipal Bureau of the city, said that in peacetime assessment is to strengthen the cadre team construction and management of the basic work, with the "microscope", "perspective mirror" role. Through the implementation of the ordinary assessment, we can strengthen the management and supervision of the daily work of civil servants, restrain the behavior of civil servants, accurately reflect the work ability and ideological performance of civil servants, thus greatly improve the normalization and refinement level of civil servants' management. Civil servants usually have the role of "baton" and "wind vane" in normal assessment. The problem of "dry and dry one like, dry and less one sample, dry and bad one sample" can be well solved by setting up the assessment index, improving the assessment method and timely checking the results of assessment, which can effectively stimulate the enthusiasm and creativity of the civil service work. In peacetime assessment, the function of "gas station" and "booster" can help civil servants to find out their deficiencies in knowledge, skills, comprehensive ability and work experience in time, so as to develop and train them. The application of
normal examination results is not only the content of daily management, but also the means of daily management. The official of the Municipal Civil Service Bureau said that the annual assessment work of this year should strictly implement the regulations of "outstanding persons who have been identified in the quarterly review at least 2 times as outstanding personnel." the Municipal Civil Service Bureau will strictly check the records at the end of the year. At the same time, the results will be used as civil servants. The important basis of job promotion, competitive induction, reward and punishment, so as to truly achieve the purpose of reusing the outstanding people, cultivating the potential people and whip behind the backwardness. "
the assessment of incompetent consequences" is very serious "
" the ordinary assessment is only connected with the year-end assessment, and the promotion and promotion of rewards and punishment can truly play the role of the baton of the assessment. " Li Yu, a civil servant, told reporters that the former units are often "rotten", and now only the results of the assessment are "real", and everyone will really pay attention to it.
it is understood that the assessor has been identified as the basic rank of 1 times in the quarterly review, and the annual assessment can not be determined as an excellent order or more than 2 times as the basic rank or more than 1 times as unqualified. For those units that do not normally carry out assessment in accordance with the regulations, the annual percentage of outstanding units should not exceed 10%. Civil servants who do not fill in the civil servants' ordinary assessment materials on time or in accordance with the provisions of the law are criticized by the competent leaders, and the civil servants who have refused to participate in the ordinary assessment after the critical education are limited to the annual assessment and can not be given other forms of recognition and reward.
normal assessment was rated incompetent and the consequence was "very serious". Many people believe that the start of the civil service assessment work can be changed to a general year end assessment method, the assessment is decomposed in peacetime, and the coverage of the assessment has been expanded.
however, if the standard is relaxed in practice, it will become a paper tiger without biting. In the means of assessment, the main person in charge of the internal organization can not be judged at random, and should dare to reflect the situation of a person in a comprehensive and objective way, otherwise it will lose the role of the assessment. Therefore, a lot of people think that "walking through the field" and "not being true" is the real soft rib of the ordinary assessment of "Outgoing". It is necessary to increase the public strength of the assessment process and the results of the assessment.