Implement process control and comprehensive assessment of all staff to further improve the operability and effectiveness of assessment and incentive work.
First, improve the assessment and incentive mechanism and constantly optimize the assessment methods.
At present, our existing appraisal and incentive system is either lacking in substance or stereotyped and a mere formality: some units' appraisal and incentive system is too cumbersome, lacking in operability and effectiveness, and some units have few effective methods and measures to mobilize cadres' enthusiasm, and the intensity and depth of appraisal and incentive are not enough, so it is difficult to really play the role of rewards and punishments.
The vitality of carrying out the horizontal post responsibility system lies in the implementation of the responsibility, and the evaluation will be carried out wherever the formation work is carried out; Where something goes wrong, accountability will follow the working mode.
Therefore, explore the establishment of an effective incentive, reward and punishment evaluation system,
It is necessary to form a mechanism of "having posts, responsibilities, processes, comments and rewards and punishments", implement responsibilities in every post and every department, realize the organic combination of system, organization, posts, personnel and responsibilities, and establish a working mechanism of gear transmission between departments and posts.
Practice has proved that "big pot rice" is not delicious, which will inevitably lead to low work efficiency and fail to embody the distribution principle of "distribution according to work and reward and punishment according to performance", which will inevitably affect the enthusiasm and initiative of cadres over time. Therefore, in order to carry out a comprehensive and effective assessment of cadres, it is necessary to study and formulate a set of effective and easy-to-assess systems and methods, clarify post responsibilities and indicators to people, and set up a special assessment agency to collect, process and analyze the relevant information of daily assessment. It is necessary to establish assessment methods and means, improve the efficiency and effectiveness of assessment, actively explore the combination of manual assessment and computer assessment, emphasize the computer assessment of work performance, further refine and quantify the assessment of government affairs openness, fully grasp the basic information of cadres, job information and other related information in daily work, and implement effective double-quantity assessment in combination with * * * indicators and personality indicators.
According to the actual situation of departments and posts, the most suitable evaluation method can be chosen between departments and cadres.
Daily assessment is combined with regular assessment by superiors, internal assessment is combined with taxpayer assessment, and the competent department is combined with relevant departments.
Make full use of computer information resources, further deepen and refine the evaluation work, and improve the objectivity, authenticity and effectiveness of the evaluation.
Second, adhere to people-oriented and pay attention to humanized management.
First, strengthen the ideological education of cadres. Now many cadres don't know enough, and they always think that the purpose of assessment is to deduct more money. Some cadres would rather deduct more money than work more and take less responsibility. Some cadres are used to comparing their work with people with poor ability, lacking a sense of responsibility and enterprising spirit. Therefore, it is necessary to strengthen moral education and assessment in ideological and political work, do a good job in ideological education and guidance for people at different posts and levels, guide cadres to set up a game of chess, and enhance their sense of accomplishment and responsibility. The second is to strengthen the construction of local tax culture, create a cultural atmosphere, cultivate good values, moral norms, behavioral norms and spiritual outlook, people-oriented, and cultivate cadres' sentiments with tax culture.
It is necessary to highlight the purpose and ideal of education and further develop education.
"Cherish life, take responsibility, safeguard honor" local tax core value concept education activities, vigorously popularize scientific and refined management concept education, and cultivate cadres' confidence and courage to forge ahead and work hard.
Form a good situation that dares to grasp and manage, dare to be responsible, and work hard. It is necessary to carry out in-depth study and education on typical guidance and catching up, and guide cadres to correct their attitude of loving their posts and being responsive.
Constantly improve the comprehensive quality of cadres. Third, highlight humanized management, respect human nature, guide cadres to work actively with the needs of human self-realization, standardize cadres' behavior, and strengthen management by using behavior habits. On the platform of system construction, we emphasize humanized management, comprehensively consider the differences of personnel quality and post ability, make overall plans, face up to differences, tolerate * * * progress, and reward and punishment moderately. Make the requirements and dedication of cadres reach a strong consistency, and encourage cadres to work efficiently.
Three, the implementation of a comprehensive employee assessment, reasonable design of assessment indicators.
The first is to comprehensively assess cadres. Comprehensively assess the performance of cadres,
The evaluation index of horizontal post responsibility should be quantified as much as possible, and the quantitative index should be accurately defined and explained. If it is not suitable for quantitative evaluation or cannot be evaluated quantitatively, it should be evaluated qualitatively.
Only by comprehensively considering the factors of adding and subtracting points can we solve the difficult assessment problem that is difficult to quantify. Take the method of deducting points for * * * indicators, adhere to the principle of combining deduction points with bonus points for the assessment of personality indicators, and convert the assessment scores into percentages as the score coefficient of comprehensive assessment, so as to conduct a comprehensive assessment of cadres' comprehensive quality. The second is to strengthen the assessment of cadres' ability. In the process of carrying out the construction of horizontal post responsibility system, it is necessary to further integrate and optimize internal institutions and rationally allocate and use human resources.
Assign cadres with high quality and strong ability to all departments and posts, and give full play to the role of mentoring.
At the same time, we will continue to strengthen business skills training, and take the ability to master new skills and new knowledge as an important content for assessment, so as to make the best use of people.
The third is to set reasonable assessment indicators. We will fully implement the incentive competition mechanism, clarify the post responsibilities of cadres, set assessment indicators for cadres' work in accordance with the requirements of post responsibility system in terms of work quantity, work quality and work efficiency, set quantitative assessment indicators, set target incentive coefficients, appropriately widen the gap, improve the accountability system, and honor assessment rewards and punishments.
Fourth, break the traditional distribution habits and highlight the effectiveness of assessment and incentives.
National civil servants are accustomed to the relatively average distribution system, and the long-term distribution concept is difficult to change in the short term. The implementation of the horizontal post responsibility system requires us to dare to break the "big pot" and make a "performance meal" suitable for everyone's taste according to the work quantity and performance of each department and post.
It is necessary to take the benefit distribution mechanism as the driving force to break the "big pot" and let the assessment play a good role in rewarding diligence and punishing laziness, stimulating passion and mobilizing work enthusiasm.
At the same time, don't overemphasize the assessment rewards and punishments, emphasize the effectiveness of assessment incentives, try to avoid the problem that the more work, the greater the responsibility and the more mistakes that may be made, and try not to affect the enthusiasm of cadres as much as possible. Pay attention to the relative imbalance of management responsibilities in different positions and departments in the assessment, and try to avoid the possibility that the assessment results are relatively unfair. To further refine and quantify assessment incentives in assessment practice, we must implement the principle of "paying attention to efficiency and giving consideration to fairness".
We must correctly handle the relationship between reward and punishment. Therefore, it is an effective way to solve the job imbalance by recognizing and respecting differences, classifying work items according to workload, difficulty and responsibility, setting posts according to posts, clarifying responsibilities according to posts, grading posts according to posts, selecting posts according to their aptitude, and dynamically evaluating them. According to the responsibilities and authority of each post, combined with the workload, difficulty and law enforcement risk, the bonus will be allocated to the post, and a performance reward rating system combining competition for posts, two-way selection and team collective research will be established to pay according to the post, investigate and deal with violations, strengthen staff's risk awareness and responsibility awareness, and improve work enthusiasm and initiative.
Steadily promote the standardization and scientificity of the assessment and incentive mechanism, promote work through assessment, fully mobilize the subjective initiative of cadres, and encourage cadres to work actively. finally
Create a good working atmosphere with orderly work, regular assessment, clear rewards and punishments, strong supervision, fair law enforcement and harmonious progress.