Interim Measures for Assessment of Responsibility System for Target Management of Organs

In order to better play the role of promoting and encouraging the target management responsibility system and improve the efficiency of the organs, these measures are formulated in light of the actual situation of the organs of the Standing Committee of the National People's Congress.

I. Guiding ideology

In accordance with the Interim Provisions on the Examination of State Civil Servants and other relevant requirements, closely combined with the central work of the Standing Committee of the National People's Congress, we will earnestly implement the target management responsibility system of all commissions, reward the excellent and punish the poor, fully mobilize the enthusiasm and creativity of cadres and workers, promote the construction of the three civilizations in the organs, and improve the overall work efficiency.

Second, the target assessment scope

Secretary-General and Deputy Secretary-General of the Standing Committee of the Municipal People's Congress, and staff of various organs (including workers).

Third, the evaluation criteria of the office.

The target management evaluation of each office is divided into three grades: excellent, up to standard and not up to standard.

(a) excellent: according to the prescribed time limit to complete or exceed all the work objectives with high quality. Stress politics, be honest, unite and cooperate, be innovative and pragmatic, and make outstanding achievements; Complete all political and business learning tasks on time; Strong sense of service, civilized office, high efficiency and good example; No leakage, safety precautions are implemented; Report the implementation of the target plan and the monthly, semi-annual and full target management responsibility system on time; Sound rules and regulations, no violation of discipline and work mistakes.

(2) Reaching the standard: All work objectives have been achieved. Unity and cooperation, serious work, obvious performance; Basically complete various political and business learning tasks; Good service attitude, high efficiency and no adverse reaction; Basically report the target plan and self-inspection on time; No leakage and safety accidents; The system is basically sound, and there is no violation of discipline and obvious work mistakes.

(3) Non-compliance: One of the following conditions is non-compliance.

There are more than two unfinished work objectives due to subjective reasons;

There are major mistakes in the work or the tasks assigned by the leaders are not completed on time;

, staff members have illegal or disciplinary actions;

Poor service attitude;

Low efficiency;

, confidentiality or safety, family planning and other work issues, was "one vote veto";

Other behaviors that affect the work identified by the leading group.

Four. Working procedures and requirements

target setting

The formulation of the annual work target and monthly work plan of each commission should be scientific, reasonable and in line with the actual situation of the department. The quantitative part should be detailed and clear, and the responsibility should be given to people. The targets that cannot be quantified should be clearly written and written item by item.

The work target degree of each office and the monthly work plan must be reviewed and issued by the department head, and the work target degree should be reported for the record before the day of each month; Before each month, report the work target plan for the next month to the target management office of the organ for the record.

A written report on the target plan and the completion of the target is included in the assessment scope; Those who fail to report on time twice will be punished by informed criticism, and the second time will be treated as substandard.

(2) Notice of self-inspection

Each office shall designate a special person to be responsible for organizing the self-inspection of work objectives once a month, and fill in the monthly work objective table. If the work objectives are not completed or other problems occur, the reasons should be explained in the situation table and the improvement measures should be put forward. From the beginning of each month, before the end of each month, it is necessary to submit the target table completed by the commission last month to the target management office of the organ for the record.

The target management office will organize random checks and supervision on the completion of the work targets of each branch office from time to time, and report the relevant situation to the leading group in time.

The management by objectives office will make a written report on the completion of the work objectives of all commissions and bureaus of the whole organ every quarter.

(3) Semi-preliminary evaluation and final evaluation

The semi-initial evaluation and final evaluation shall be organized and implemented by the target management leading group.

Each sub-bureau shall write a self-inspection report before each month, send it to the target management office, and prepare all kinds of inspection materials.

Before the end of each month, the target leading group puts forward suggestions on the evaluation results of each commission.

, the final target evaluation work and degree evaluation work, the target evaluation leading group review, put forward the order of the completion of the objectives of each commission, and report to the party group for approval.

Five, employee assessment items and evaluation criteria

The assessment of civil servants' target management responsibility system is mainly divided into five aspects: morality, ability, diligence, performance and honesty, with the focus on the assessment of work performance.

(1) Evaluation standard of individual assessment grade

The personal assessment of office staff is divided into four grades: excellent, competent, basically competent and incompetent.

Excellent: conscientiously implement the party's line, principles and policies, consciously abide by national laws and regulations, abide by various rules and regulations in an exemplary manner, be familiar with business, work diligently, have strong working ability, have the spirit of reform and innovation, have outstanding achievements, and be able to accomplish work objectives well.

The degree evaluation is determined to be excellent, and the proportion is within% of the total number of people participating in the evaluation.

Competency: Conscientiously implement the Party's line, principles and policies, consciously abide by national laws, regulations and rules and regulations, be familiar with or familiar with business, work actively, achieve outstanding results, and be able to accomplish work objectives well.

Basic competence: the ideological and political quality and professional quality are average, and the improvement range is not large enough, and the work objectives can basically be achieved. However, there are obvious shortcomings in work style and some aspects, lack of enthusiasm and initiative in work, low work quality and efficiency or some mistakes in work.

Those who are assessed as basically competent in degree evaluation can be promoted to rank salary according to the "competent" rank, but they may not be promoted for a period of time. Promote improvement through admonishing conversation and off-the-job training.

Incompetence: poor organizational discipline, weak sense of responsibility, obvious business handling mistakes, inability to complete work tasks or serious work mistakes. In the degree assessment, one of the following circumstances can be determined as incompetent:

, personal ability and political and professional quality obviously do not meet the post requirements, and can not complete the task and degree of target management responsibility system;

, due to my irresponsibility or other subjective reasons, resulting in major mistakes in the work, resulting in greater losses and adverse effects;

Violate the law and be punished by law; Violation of discipline is punished by administrative demerit;

Being severely warned, dismissed, placed on probation or expelled from the Party due to mistakes in work behavior;

, abuse power for personal gain, causing adverse effects.

Absenteeism for working days at a time, overtime for more than days without justifiable reasons, or absenteeism for more than working days in a cycle;

1. Sick leave accumulated more than days, personal leave accumulated more than months;

, on duty, check in for no reason, missing many times;

Not attending the meeting for more than times without reason, being late for the meeting and leaving early for more than times;

, without reason, did not participate in the centralized study of the whole organ for more than two times;

, without reason, did not participate in the study organized by the branch and the Committee for more than two times;

One, due to personal reasons, won the honorary title of the establishment of spiritual civilization units and good public servant activities;

Not to participate in voluntary construction, afforestation, poverty alleviation, social fund-raising, entertainment and sports and other collective and social activities organized by the government without reason;

(2) Methods and procedures of individual assessment

, usual assessment

() Self-assessment: the assessed will record his/her attendance, duties and tasks of this position and the reasons for not completing the tasks every month;

() Organization of assessment: The responsible persons of each Municipal Bureau shall, according to the principle of hierarchical management, refer to the work records of the assessed person every month to check the performance of duties and the completion of work objectives and tasks;

() The person in charge of each sub-bureau shall evaluate the completion of the target management responsibility system of the assessed quarterly.

() Each sub-bureau shall designate a special person to be responsible for summarizing the personal assessment of the sub-bureau on a quarterly basis and filling in relevant statistical data.

, the basic procedure of personal assessment:

() Personal summary of the appraised person;

() democratic appraisal or evaluation;

() On the basis of listening to the comments of the masses, the person in charge of the office summarizes the individuals and writes concise comments according to the usual assessment and final evaluation, and puts forward opinions on the initial evaluation;

() The evaluation team of government departments shall review the opinions of individual evaluation grades put forward by the heads of various commissions and bureaus. The assessment order of the person in charge of the commission office shall first solicit the opinions of the competent director, and then put forward the audit opinions and report them to the party group for approval;

() Publicize outstanding personnel to be determined.

Organizational leadership of intransitive verbs

(a) the leading group for the evaluation of the target management responsibility system of the organ is composed of the following personnel

Team leader: Xu

Deputy Team Leader: Liu Yu Ji 'an Jinyu

Members: Zhang Xinshi, Wang Jianwei, Pang Guibin, Liu Peijiang, Li Zhongwei, Tang Dan, Wei Hua, Yang Xiao, Wang Fengju, Jin Youquan and Wang Shufeng.

There is an office under the leading group for assessment of target management responsibility system. The office is located in the party Committee of the organ and is responsible for the daily work of management and assessment.

Each branch office shall designate a special person to be responsible for the daily assessment of the target management responsibility system and the communication and coordination with the target management office of the organ.

(2) Work tasks

The leading group for the evaluation of the responsibility system for target management of organs is responsible for organizing and implementing the target management of the whole organ. The leading group meets once every six months, and can be convened at any time when necessary. The meeting of the leading group shall be convened and presided over by the leader or the deputy leader entrusted by him.

The tasks of the leading group meeting are: (1) to review the annual work target plan of the organ; () Organize the semi-final and final evaluation of work objectives, and put forward suggestions on evaluation and rewards and punishments; () other important matters that need to be discussed and decided by the leading group.

The office works under the guidance of the leading group for target management. Hold a meeting once every quarter to be responsible for organizing the specific work of target management: (1) summarize the target plan; () Be responsible for information collection and feedback, and report the work progress and target completion to the leading group in time; (a) to organize inspection or supervision of the completion of the target work of each branch; () Related matters assigned by the leaders.

Under the guidance of the target management office, all commissions and offices carry out self-examination and evaluation. Hold a meeting at the end of the month or early next month, be responsible for the comprehensive and self-inspection report of the office work objectives and monthly target plans, and cooperate with the target management office to do relevant work.

Seven, these Measures shall come into force as of the date of issuance.

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