完善干部考核评价体系 形成正确选人用人导向（We should improve the system of assessment and evaluation of cadres to form the right candidates）.docVIP

完善干部考核评价体系 形成正确选人用人导向（We should improve the system of assessment and evaluation of cadres to form the right candidates） We should improve the system of assessment and evaluation of cadres to form the right candidates A cadre achievement assessment is an important content of deepening the reform of the cadre and personnel system, is the objective and fair evaluation of effectiveness and efficiency of cadres, ability and political integrity, choose standard with good cadre necessary and effective means of organization. 1. The main problems existing in the evaluation and evaluation of the achievements of the cadres. The evaluation system of cadre assessment is clear to measure the leading group and leading cadre, the reward and the penalty is inferior to the performance of the performance, and has played a certain role in the further improvement of the cadre assessment system. But there is no denying that under the new situation, the current cadre appraisal system can not adapt well to the demands of the new period cadres work, there are many problems that need to be solved. First, the evaluation index setting of performance assessment has been further improved. First, in the assessment of the content, failed to fully reflect the work achievements of the county (city, district) and the municipal direct unit, and not closely related to the work of the department. The second is the index setting. In the assessment of performance appraisal, the central work or key work of the local and department is sometimes not highlighted. Or pay too much attention to economic development assessment indicators, weak social development assessment indicators and so on. The third is to emphasize short-term assessment indicators and ignore long-term and term assessment indicators. Second, the evaluation method needs further improvement. First, in the evaluation process of cadre assessment, qualitative methods are still used to evaluate the performance of cadres, and the assessment results