提高国税机关激励机制之我见.docVIP

提高国税机关激励机制之我见 一、当前国税机关关激励机制存在的问题　　 1、是思想情感感激励不到位。主要表现为思思想政治工作方法简单。在实实际工作中，一些单位忽视了了经常性、针对性地开展谈心心活动，暖人心、聚人心的工工作做得不够，导致在干部中中缺乏一定的凝聚力和战斗力力。　　 2、是是绩效考核激励不健全。主要要表现为内部考核制度不完善善，没有真正落实到个人。如如考核的结果没有真正拉开档档次，吃“大锅饭”的现象依依然存在，体现不出按劳分配配、“能者多劳多得”的原则则。 3、是职务务晋升激励不合理。在干部提提拔使用上，没有真正形成能能上能下、能进能出的激励机机制。一些部门在对干部提拔拔和任用制度执行还不到位，，该换岗的不换岗，该待岗学学习的不待岗学习。工作能力力差的得不到锻炼提高，对有有能力干事、想干成事的干部部激励不大，不利于调动干部部职工的积极性。 4、是纪律惩戒激励力度度不够。对干部监督制度执行行时松时紧，对问题和矛盾的的处理手段疲软，个别单位对对违反制度的行为迁就照顾，，出现问题遮遮掩掩，甚至大大事化小、小事化了，合稀泥泥的现象时有存在，导致纪律律惩戒力度相对较弱。 1、、实行统一的职务与级别相结结合的工资制度 2、实行竞争上岗制度度，能者上庸者下 3、实行考考核奖惩制度　 12%以下。一个220多名公务员的机关只能评评出2～3名优秀公务员，其其他的 再者在考核中要加大物质质激励力度，采取个人与单位位各拿出一部份奖励资金，拉拉开考核档次之间的差别，有有效地促进工作。　　 4、加大对干部交流流、轮换的力度　 5、逐步将聘任制纳入干干部职工的管理范畴 XX年元月月1日开始实施，根据公务员员法，公务员管理将引入聘任任制，即我们国税机关可根据据需要，按中央公务员主管部部门规定，经省级以上公务员员主管部门批准，可以对专业业性较强的职位和辅助性职位位实行聘任制。引进优秀人才才，打破铁饭碗。 and style rectification activities revealing implementation plan stage also ask questions does not exist a lot of problems, such as the ideological and political quality, theoretical level, work stress and other aspects still can not fully meet the new situation and new tasks, mainly has the following several aspects:One is the theory of learning initiative, self-consciousness is not high. Often recent information submitted to the task heavier than or is writing material for reasons, not consciously take the initiative to take the time to calm down to learn, work and leisure use of spare time to learn less. Often is asked to learn what to learn what what to learn more, and close working relationship, with little working relationship, often need less to learn, what is urgent with what to learn, what to learn, with only material to find the basis, check the information. There is no system to learn some legal knowledge and modern scientific and technological knowledge, not high quality writing material work especially. Pay attention to the study of poli