3. DESCRIPTION AND SITUATION ANALYSIS OF CHINESE CIVIL SERVANT PERFORMANCE MANAGEMENT MODEL
3.2 Analysis of Current Model’s Issues in Chinese government
In the period of government transformation, the governments change from the traditional all-rounder and executive government to the modern finite and decision-making government. Some Chinese local governments draw lessons from the advanced international theory of government civil service performance management.
The governments explored the practice of management thoroughly and deeply according to their own actual situations, providing a positive role to promote the reformation of civil service performance management of SOG. However, the current models of government civil service performance management has been influenced by the objective conditions that the traditional political culture and administration system grow out of Chinese long-term history with various problems.
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3.2.1 The Design of Objectives is Unreasonable and it is Difficult to Quantitative
The objectives of government civil service performance management are attaining the goal of government civil service performance, and promoting and realizing the value of individual within government. However, the fundamental problem of present performance management of governments is too much concentration on the goals of government organizational performance which ignores the potential exploration and individual value achievement in human resource. Therefore, two aspects of dilemma arise: the individual value promotion and realization of government human resource, and the operational difficulties of the design and practice of the indicator system of government civil service performance evaluation.
The Objectives for civil service performance by law in China
NO 4.The civil service examination, taking the civil service's position responsibility and the work duty as the basic basis, include Morality, ability, diligence, achievement, and honesty.
Morality，is the ideological and political qualities and personal character, professional ethics, social morality and so on.
Ability，To refer to duties of the professional quality and capacity.
Diligence，is the sense of responsibility, work attitude, and work style.
Achievement，the completion of the work of the quantity, quality, efficiency and the benefits.
Honesty，is the honesty and self-discipline, and so on.
NO5. The civil service examination is divided into normal examination and regular test. Usually examination focuses on assessing the civil service to complete day-to-day tasks, the stage of the goal, and work on time. It can be taken by writing working summary, the special inspection, and attendance, etc. But the ultimate level decides by the direct leader.
3.2.2 The Government Emphasizes Too Much on External Management and Ignores the Organically
At present, the government civil service performance management model emphasize too much on the production of government administrative action and the goal attained of government administration, focusing on the consistency between government administrative production and the government administrative goal, thus neglecting the organically management of government human resource, leading to the under exploitation of the inherent potential of human resources and lacking of activity and creativity. Therefore, the matters above hinder the sustainable development of human resource and the efficient operation of government fundamentally. There are two principal aspects: on one hand, the present government civil service performance management ignores the inherent potentials of development and the possibility of high appreciation in human resource by emphasizing the origination of cost idea materialism. Human resource is considered as the element of cost and technology that are similar to material resource, and as a kind of non-capital essential productive factors to put into government performance management. Human resource is not considered as a kind of resource with high value addition and profitability, sustainable development in term of human resource theory. On the other hand, the current government civil service performance management model belongs to executive management which emphasizes the task management of government, and ignores servants’ internal needs and individual development, lacking of due respects and performance communication with the servants, thus it is difficult to make anticipatory programming and strategic decision for the
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long-term development of government and human resource, moreover this model is apt to cause the waste of human resource, such as separation of staff and affairs, idle talent, blocking of human exploitation.
3.2.3 The System of Performance Assessment, Needs to be perfect
The performance assessment doesn’t equal to the performance management of government civil servant, and it is different from government performance assessment in the objective, the function and the criteria of assessment. Several local governments of China have started exploration on practice and various performance assessment activities were developed with continuous deepening of the reformation of Chinese administrative management mechanism. But the performance assessment has still in the initial exploratory phase and the local governments’ development is not balance with a late starting. Therefore, various problems in current system of performance assessment need urgent perfection. For instance, the subject of assessment is single and the multi-assessment system that the external assessment should be the subject has not been established; the content of assessment is too rigid to form a scientific and rational assessment index system with multi-dimension; the defection of assessment methods and techniques lead to high costs; and the insufficiency utilization of assessment result made the promotion of government human resource performance circulation blocked.
Tables 1: The civil servant performance by law in China
Grads Index Assessment
committee
Method and program
Results use Excellence (A) high ideological and political
quality
(B) Proficient in business, excellent working ability to work (C) a strong responsibility in work, diligence, good work style (D) The outstanding work performance
(E) Honest and clean
The assessment committee shall be composed of the leader of the organization, the manager from the civil service management department and representatives
(A) Reporting to the assessment committee (B) According to colleagues, and the usual assessment and personal summary, leaders write a comment, give a grade
suggestion (C) Publicity;
(D) The
The results of the assessment as a basis for the adjustment of the civil service positions, levels, wages and civil servants, training, dismissal Competent (A)good ideological and political
quality
(B)Familiar with in business, good working ability to work (C)better responsibility in work and work style, positive work (D)Be able to complete own work (E)Honesty and self-discipline Basic
competence
(A)General ideological and political quality
(B) Ability to perform duties is weak
(C)Shortcomings in the job responsibility, or work style.
(D) Can basically complete own work, but the number of completed work, quality and efficiency is not high, or in the work of a large error
(E)Can basically be honest and self-discipline, but some aspects
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of the problem of civil servants. assessment grade
determined by the leader or the authorized assessment committee
(E) The
assessment results shall be notified to civil service and shall be signed by the civil servants themselves Incompetent (A)The ideological and political
quality are poor
(B) The quality of service and the ability to work can not meet the requirements of the work
(C) Job responsibility or work style is poor
(D) Cannot complete the work task, or in the work due to serious mistakes, dereliction of duty caused major losses or adverse social impact;
(E) The existence of the problem of corruption, and the situation is more serious.
3.2.4 The Poor Business Processes Operation and the Blocked Performance Resource Allocation
While a series of practice on the business process reengineering, such as the restructure of central government offices, the province governing the financial management of county which governs the rural county finance, but there are still several issues on the performance resource allocation within the current civil servant performance management in Chinese government. For example, (1) the irrationality of government human resource assignment affects the promotion of administrative action and benefit; (2) the unreasonableness of business process setup makes the running not smoothly; (3) the performance resource assignment has not combined with the governmental administrative action and value activity of business process.