地方党政领导干部绩效考评研究工商管理专业论文.docx

I I 摘要 摘 要 本文在对改革开放以来中国地方党政领导干部实绩考核探索实践发展的基础 上，指出了存在的五个方面的问题：对党政领导干部的评价简单机械量化与其现 实表现的多样性复杂性的矛盾差异；对党政领导干部绩效最终结果的机械认定与 其主客观努力过程的矛盾差异；对各级各类党政领导干部统一标准尺度的考核评 价与干部所处环境条件和层级领域的矛盾差异；自上而下的组织领导层面评价与 自下而上的社会群众评价的矛盾差异；对党政领导干部政绩考评追求的客观公正、 注重实效原则与目前政绩考评形式主义倾向的矛盾差异。 为此，有针对性地对党政领导干部绩效考评的方法路径进行了深入的考究， 提出了五个方面的论点：对党政领导干部能绩考评，应当从党政领导干部自身活 动的规律和特点出发；对党政领导干部能绩考评，应当更多体现到对其实际领导 成效和工作绩效的评价衡量上来；对党政领导干部能绩考评，应当根据其所处环 境层面体现差异性；对党政领导干部的考评主体，应当更多来自于授权方和受益 方等关联方面；对党政领导干部的绩效考评体系设计，应当坚持于法周延、于事 简便的原则。并为此对各个方面进行了全面的分析论述。 本文的创新之处在于：一是大胆指出目前考评工作存在的问题：关键在于克 服为考评而考评的形式主义倾向！二是鲜明提出完善考评机制的方法：重点在于 改变“大一统”做法，因人、因地、因时制宜！三是顺时倡导根据授权和受益原则确 定考评主体：要义在于强化责任度、关联度、知情度！四是积极描述考评体系创 新发展趋势：核心在于承认差别、讲求实效！五是理智分析绩效考评结果运用的 正确把握：实质在于绩效考评结果与干部选任不是简单对等关系！ 关键词：科学发展观,正确政绩观,地方党政领导干部,绩效考核评价 II II ABSTRACT ABSTRACT This article has explored the developments of the evaluation of actual accomplishments of Chinese government leading cadres since reforming and open up. And it pointed out five problems: the differences between the simplicity of the evaluation and the complexity of the realistic performances; the differences between the end results and the application courses; the contraditions between the standardization of the evaluation and the different environments where the cadres stay; the contraditions between and that of the public; the contraditions between the justice and effectiveness or the priciple of formalism. In view of this, we put effort to research the methods of the evaluation of and pointed five arguments as follows: we should start with the regular pattern and the characteristics of the leading cadres; we should make more expression to the effectiveness of the work; we should take the enviornment factor into account; the main appraisal group should come more from the authorized and the beneficiary; the design of the evaluation system should take the priciple of legality and convenience. In the end, we made emphasize on how to put the research findings into use, and should be cautious to carry out a-ticket-veto