In order to further improve the evaluation system of government staff, objectively evaluate the performance of government staff, improve the accuracy, scientificity and operability of performance evaluation, improve the work style of the government, and promote the efficiency construction of government staff, according to the Interim Provisions on the Assessment of National Civil Servants, the following implementation measures are formulated for the performance evaluation of government staff in our street:

I. Guiding ideology and principles

The performance appraisal of civil servants should be guided by Deng Xiaoping Theory and Theory of Three Represents, implement Scientific Outlook on Development's and correct outlook on political achievements, further strengthen management, fully mobilize the enthusiasm and creativity of civil servants, enhance service awareness, standardize administrative behavior, improve work efficiency, optimize administrative environment, and establish an efficient, fair and diligent civil servant team around the goal of "honesty, diligence, pragmatism and efficiency".

Performance appraisal adheres to the principles of objectivity, fairness, democracy, openness, and emphasis on performance, as well as the principles of combining mass appraisal with leadership evaluation, combining peacetime with periodicity, and combining qualitative with quantitative.

Second, the scope and object of the assessment

The personnel participating in the performance appraisal are: national civil servants in sub-district offices, staff of institutions managed according to the national civil service system and other personnel who enjoy the treatment of civil servants.

Three. Contents and standards of assessment

(1) Evaluation content

Staff performance appraisal should be based on the performance of duties, highlighting work performance, including work performance, service attitude, professionalism, work efficiency and honesty and self-discipline, with the focus on work performance appraisal.

Job performance refers to whether the tasks determined by the post target responsibility system can be completed efficiently and with high quality, whether the tasks are full, whether the performance is outstanding, and whether they are commended and rewarded.

Service attitude refers to whether the attitude towards clients is correct, whether the attitude can be cordial, earnest, warm and thoughtful, honest and trustworthy, whether the responsibility system is seriously implemented, whether the service quality is excellent, and whether the good image of civil servants is maintained everywhere.

Dedication refers to whether you love your job, whether you have a high professional level, whether you are proficient in the work you undertake, whether you can skillfully apply modern office tools, whether you are proactive in your work attitude, whether you are diligent and solid in your work style, whether you have a sense of innovation, whether you have a sense of responsibility, organizational discipline and attendance.

Work efficiency refers to whether you can innovate your thinking and improve your working methods, whether you can handle administrative affairs quickly, accurately and timely, and whether you can complete the tasks you undertake and the temporary tasks assigned by the leaders according to regulations.

Honesty and self-discipline refers to whether to abide by the relevant provisions of the party and the state on honesty in politics and whether there is any violation of discipline.

(2) Evaluation criteria

The performance appraisal results are divided into four grades: excellent, good, average and poor.

Excellent: familiar with business, large task, high efficiency and good quality; Proactive work, standardized work, pragmatic style, strong discipline, enthusiastic service, good response from the masses, integrity and outstanding work achievements.

Good: familiar with the business, full of tasks, the quality of work meets the requirements, the work is more standardized, the work is more active, the discipline is observed, the service attitude is good, the people are satisfied, and the work results are obvious.

General: the business is not skilled enough to obey the leadership arrangement, the workload is small, the work performance is not outstanding, there are no obvious mistakes and complaints from the masses, but the work initiative is not enough and the performance is not obvious.

Poor: unfamiliar with business, lazy, procrastinating, unsatisfactory quality, violation of work discipline or clean government discipline, and received more than two complaints or adverse reactions from the masses.

Four, assessment methods and procedures

Performance appraisal adopts the way of combining leadership assessment with client assessment and quarterly assessment, and connecting with civil servant target responsibility system assessment and annual assessment. Evaluation should be practical, simple and easy.

(A), the usual assessment

1, determine the work content. According to the annual work target, the competent leader decomposes the work tasks into subordinates step by step every month, and defines the time limit, quantity and quality of completing the work tasks as the basic basis for assessment.

2. Personal work records. Establish personal performance appraisal files at ordinary times. At the end of each month, you will perform your job responsibilities, truthfully record the number of work objectives and tasks and the progress of the work in the usual assessment files, explain the reasons for the unfinished work, and conduct self-evaluation against the assessment standards.

3, the competent leadership evaluation. The leaders in charge will score on the usual performance appraisal files every quarter according to the work situation of the assessed, and the scoring standards are in four grades: excellent, good, average and poor. At the same time, write comments, have a heart-to-heart talk with the assessed, and feed back the assessment results.

(2) Daily supervision and inspection.

The Commission for Discipline Inspection and the office should give full play to the supervision and inspection role of individuals in completing their tasks, observing discipline, service attitude, administration according to law, honesty and self-discipline, and investigate and deal with problems in a timely manner. Inspector's situation is one of the bases of performance appraisal.

(3), democratic appraisal

1. Ask for the opinions of customers. At the end of each year, according to the specific situation of different positions, solicit the opinions of the society or the client within a certain range, and the results will serve as an important reference for performance appraisal. More than half of the votes of no confidence in soliciting opinions cannot be rated as excellent and good.

2, debriefing evaluation. At the end of each year, the assessed object reports the work performance, work style, honesty and self-discipline completed throughout the year within a certain range, and conducts democratic evaluation. The evaluation result is an important basis for determining the performance evaluation level. In the democratic evaluation, more than half of the votes of no confidence cannot be rated as good or above.

3. Determine the assessment order. At the end of each year, the assessment leading group will comprehensively evaluate the annual performance assessment according to the usual assessment, democratic assessment results, the evaluation of the masses and the clients. Among them, the usual assessment should account for more than 60% of the total proportion.

4. Publicity of evaluation results. By the assessment leading group, the results of individual performance assessment will be fed back to the assessed, publicized in the whole street, and filed by the office. If the assessed person disagrees with the assessment results, he may, within three days from the date of receiving the feedback results, apply for a review in accordance with the Interim Provisions on the Assessment of State Civil Servants.

Application of verb (verb abbreviation) evaluation results

Performance appraisal results should be used as the main basis for determining the annual assessment results of civil servants, and linked to their bonuses, rewards and punishments, etc.

(a) the annual assessment of civil servants was rated as excellent, and the performance appraisal results must be excellent or good.

(2) If the quarterly performance appraisal results are poor, the attendance award for this quarter will be deducted; If the annual performance appraisal results are poor, the annual assessment of civil servants cannot be rated as basically competent or above. And deduct 50% of the annual bonus salary, and make corresponding treatment.

(three) the performance appraisal results for the general grades of personnel, then can not be promoted, the annual incentive salary reduced as appropriate.

Performance appraisal system of government cadres

First, cadres in any of the following circumstances, the annual performance appraisal should generally be determined as basically competent.

1, sloppy style, lax discipline, often being late for work, leaving early or often leaving the post, and still not correcting after organizing formal talks, criticism and education;

2. Failing to return it on schedule for more than 2 consecutive days or more than 5 days within one year without justifiable reasons;

3. Refusing to participate in the basic quality education training course for civil servants (basic competent and incompetent personnel leave the post training course) without justifiable reasons, or failing to participate in the civil service training after the make-up exam;

4. The direct accident caused the loss of public property or other people's property10.5 million yuan or more, resulting in adverse social impact;

5, the sense of responsibility is not strong, and the responsibility mistakes are more than 2 times and cause adverse consequences;

6. Working hours often leave the post, visit, gossip, undermine unity, affect work, and the situation is verified;

7, work efficiency is low, delay, prevarication, bad service attitude, in violation of working procedures, in the efficiency construction organs have been complained for more than 2 times and the situation is true;

8. Admonish and talk more than 2 times in the organizational assessment;

9, when the administrative warning, warning within the party;

10, others should be determined as basically competent.

Two, cadres in any of the following circumstances, the annual performance appraisal should generally be determined as incompetent.

1, being late for work continuously, leaving early for 7 times without justifiable reasons, or being late for work for more than 30 times in one year, or not returning for more than 5 days without justifiable reasons or exceeding 15 days in one year;

2 refused to participate in the usual assessment and performance appraisal without justifiable reasons, and refused to participate in the assessment after education;

3. Spreading remarks that damage the image of the Party and the government in public places, or doing acts that damage the honor and dignity of the country in foreign affairs and business work, causing adverse effects;

4. Being punished by the relevant departments or notified by the unit because of fighting, drunkenness and other serious violations of social morality or participation in gambling, superstition, pornography and other activities;

5, because of the accident caused by public property or economic losses of more than 30 thousand yuan, and caused adverse social impact;

6, when the administrative demerit, serious warning within the party, the nature of the circumstances is more serious;

7, resort to deceit to cheat honor, or with false, false results to deceive the leaders and the masses, after investigation, resulting in adverse effects;

8, in violation of discipline to incite the masses to petition or waver on political issues, to participate in illegal social organizations or illegal activities;

9, the use of work to eat, take, card, causing adverse effects among the masses and verified;

10, others shall be determined as incompetent.

Cadre file management system

First, the cadre file check lending system

1. The personnel who consult the cadre files must be party member Zhong * *, and they must hold the Examination and Approval Form for Consulting the Cadre Files. No one may consult the files of himself or his relatives.

2 "examination and approval form for consulting cadres' files" shall be filled in by the consulting unit, signed by the person in charge of the unit and stamped with the official seal. The cadre archives management department shall examine and approve according to the cadre management authority.

3, the cadre archives management department to provide access to the file registration, and the signature of the reference.

4, refer to people should properly keep the cadre files, and shall not read, annotate, alter or fold the file materials, and shall not be replaced or removed.

5. Without the consent of the competent department, documents and materials shall not be copied, and the contents of documents shall not be copied in the notebook. The extracted materials should be carefully checked and can only be used after being signed and stamped by the competent department.

6. Cadres' files are generally not checked out. Due to special needs, it is necessary to go through the examination and approval procedures for consulting cadres and fill in the IOUs. The lent files shall be properly kept and shall not be read or copied by irrelevant personnel. It should be returned on schedule after use, and the borrowing time should not exceed 15 days.

7. Contact letters of introduction such as "Letter of Introduction for Inspection Certificate" and "Letter of Proof Material". , shall not be used to consult the cadre files.

Second, the cadre file transfer system

1, the transfer of cadre files or cadre file materials must be timely, accurate and safe.

2 organizations and personnel departments at or above the county level can directly transfer cadre files to each other.

3. The transfer of cadres' files should be delivered by confidential traffic or by hand, and it is not allowed to mail or hand it over to the cadres themselves.

4. To transfer files, you must fill in the Notice on the Transfer of Cadres' Files and go through the registration formalities.

5. After verification, the receiving unit shall sign and seal the receipt and return it in time. If it is not returned within the time limit, the transferring unit should inquire to prevent it from being lost.

6, the establishment of "file in" and "file out" register, and timely registration.

7. Cadres' files should be transferred out in time with the transfer of cadres or job changes, and their files should be transferred out within 15 days to avoid the separation of personnel and files.

8. All transferred cadres' files or materials shall be sealed and sealed with secret seals.

Third, the cadre file collection system

1, "Regulations on Collection and Filing of Cadres' Personnel Files" collects cadres' files and enriches the contents of cadres' files.

2. The collected materials must be sorted out or approved by the organization. Materials provided by individuals shall not be collected without organizational review and verification.

3, the content of the collected materials must be complete, the procedures must be complete, and the external form must be standardized.

4, ballpoint pen, pencil, or red, pure blue ink and carbon paper writing materials, must be re-made or copied before collection.

5, actively dredge the channels between departments or units that form cadre materials, and strive to make the collection work regular.

6, grasp the rules and characteristics of the formation of cadre files, targeted, focused and active collection.

7. Make good use of the "entrance" of cadres' personnel files. Prevent materials that do not meet the filing requirements from entering the archives, and severely punish those who forge or tamper with the contents of the archives.

8, do a good job in the safety and confidentiality of material collection.

Four, the cadre file storage, confidentiality, inspection and verification system

1, the cadre files must be kept by the organization and personnel department according to the agreement, and the storage scope should be consistent with the cadre management authority in principle.

2, the cadre archives staff must be politically reliable, with a certain working ability and cultural level of party member cadres.

3, the cadre archives staff, not to save their own and their relatives' files.

4, cadres at all levels of file storage units should be equipped with full-time and part-time staff, set up a special file room, equipped with iron file boxes, properly keep cadres' files.

5. Check the stored files frequently, report any problems found, and take measures to deal with them.

6, in strict accordance with the "People's Republic of China (PRC) Archives Law" and "People's Republic of China (PRC) Secrecy Law", do a good job in the confidentiality of cadres' files.

7, cadre files must be equipped with fire, moisture-proof, moth-proof, anti-theft, anti-light, anti-high temperature and other safety facilities to ensure absolute safety.

8, custody personnel and irrelevant personnel are not allowed to enter the archives.

9. It is forbidden for anyone to bring cadre files into public places and entertainment places.

10, the staff of cadre archives shall not talk with irrelevant personnel and disclose the contents of cadre archives. All drafts and waste paper formed in the work shall not be littered, and shall be treated or destroyed as confidential paper.

1 1. Check the file serial number once every six months. If the number is found to be wrong or misplaced, it should be corrected in time. Check the files according to the cadre file register. If you find it lost, you should find it in time.

12, cadre files must be counted once a year and checked by the person in charge, so that someone has files and the files are recorded.

Five, the cadre archives material appraisal and filing system

1, the appraisal and filing of cadre archives materials must be based on the relevant provisions of the Regulations on the Work of Cadre Archives of the Central Organization Department.

2, the content is false, illegible, can not reflect or even distort the historical outlook of cadres, the performance of the material, can not be archived.

3. Materials with unclear head and tail, unknown source and time or writing that does not meet the filing requirements cannot be filed.

4 need to organize the audit, seal or signature, must be sealed and signed before it can be stored in my file.

5. After all the destroyed materials are identified, they must be registered in detail and reported to the Party Committee of the competent unit for approval. Without approval, no unit or individual may destroy cadre files without authorization.

Six, sent cadres file filing system

1, the file materials sent to cadres must be timely, accurate and safe.

2, to the cadre file materials, should be sent to the material forming unit, not to the cadres themselves.

3. When delivering the materials, the registration procedures must be strictly fulfilled.

4. The cadre file forming department shall, within one month after the materials are formed, send the materials to the competent cadre file department for filing as required.

5, the cadre archives management department, found that the filing materials sent by the relevant departments do not meet the filing requirements, it should promptly notify the department that formed the materials to send them or go through the formalities.

6, it is forbidden to anyone to save other people's cadre files.

Seven, the cadre archives management responsibilities

1, keep cadre files.

2, collect, identify and organize the cadre files.

3. Check, borrow and transfer cadres' files.

4. Provide cadre information for relevant departments.

5, do a good job in the safety, confidentiality and protection of cadres' files.

6. Handle other related matters.