The general practice of performance appraisal of American civil servants is:

First of all, according to the post requirements of civil servants, the direct supervisor of civil servants puts forward the first draft of civil servants' performance appraisal, and after consultation with civil servants, the performance appraisal scheme of civil servants is formally determined and takes effect after being signed by both parties.

Second, half a year after the evaluation scheme takes effect, the boss will make a preliminary evaluation of civil servants and give them opinions and suggestions for improvement if there are any problems; After half a year, the boss will formally evaluate the performance of civil servants, and the evaluation conclusion can be selected from five categories: excellent, good, qualified, poor and unqualified.

Third, if civil servants agree with the evaluation conclusion of their superiors, they can sign it and report it to their superiors for approval. If you don't agree with the boss's evaluation conclusion, you can appeal to a higher boss and ask for a review. The conclusion of the review is final.

Fourth, if there are problems in the work of civil servants after the assessment, or some indicators have not reached the standard, the boss and civil servants will negotiate to form a rectification plan for civil servants, which will be improved by civil servants in their future work.

Fifth, the performance appraisal results of civil servants are linked to the treatment and promotion of civil servants. Those with excellent evaluation results will be rewarded according to relevant regulations, otherwise they will be punished by warning or other means.

The main characteristics of American civil service performance evaluation are:

First, emphasize personalized evaluation.

Second, the evaluation content should be linked with job analysis. The United States adopts a comprehensive evaluation system, which mainly includes the performance and internal coordination of civil servants, the reflection of clients, innovation and learning, and the financial situation related to work. This evaluation reflects the comprehensive characteristics of civil servants' work, which is helpful for civil servants to analyze and improve their work and improve their service quality.

Third, pay attention to the use of training means to promote the smooth progress of the evaluation work.

Fourth, emphasize the promotion of reform by evaluation.

Fifth, pay attention to the application of evaluation results. The results of performance appraisal of American civil servants are strictly linked to rewards and punishments: those who are outstanding in performance appraisal have both material rewards and bonus holidays (generally ranging from thousands of dollars to tens of thousands of dollars); There are also spiritual rewards, including promotion and naming buildings or natural landscapes after them. Those who fail to pass the performance appraisal and fail to improve for a long time shall be given a verbal warning first, and then a written warning. If it still doesn't work, civil servants on probation can be dismissed directly. Although they cannot be dismissed directly, they can be punished or even dismissed through other legal means, such as misconduct and serious violation of discipline.