当前，全面从严治党的新形势新任务要求纪检监察干部必须不断强化自身建设，因此，
应加强对纪检监察干部职工的考核，通过考核促使纪检监察干部增强工作的积极性，
推动纪检监察工作不断向深入发展

本文以 ZE 区纪委监察局员工为研究对象，首先明确了本研究的目标任务，界定
了有关绩效考核的相关概念及理论，阐述了目前国内外有关绩效考核内容的研究现状
及相关理论，为研究区纪委监察局员工绩效考核制度奠定了基础。然后简要总结了
ZE 区纪委监察局及其员工目前基本情况，并对 ZE 区纪委监察局员工绩效考核的现状、
存在的问题进行深入分析。之后根据 ZE 区纪委监察局员工绩效考核现状，针对其现
存问题，采用多种方法对 ZE 区纪委监察局员工的绩效考核制度进行改进与优化。其
中，通过运用因素考核法、专家调查法等完善了 ZE 区纪委监察局员工的平时绩效考
核方法，运用层次分析法、构建模糊评价矩阵等理论知识优化设计出了年度绩效考核
新的方案，运用现代绩效考核方法重点研究了保障绩效考核有效性的配套保障措施

本文取得了以下主要的研究成果和结论：改善了 ZE 区纪委监察局员工的绩效考
核效果，也为基层纪检监察干部和广大公务员的绩效考核研究提供了参考和借鉴。其
中，引入 360 度考核法选择考核主体，使考核结果更全面；采用层次分析法、模糊层
次综合评价模型对考核方案进行设计，使得定性与定量指标相结合，大大降低考核的
随意性；重视平时与年度考核相结合，在平时考核中选取 10 个指标并对各指标评分
标准进行详细界定，使平时考核不流于形式，能够充分发挥作用；关注考核方案的前
期培训、中期监督及后期反馈，独立设计配套机制以保证考核制度的有效实施，使考
核制度激励作用得到发挥，有效推动员工及单位长远发展

由于本人的认识水平有限，工作任务繁重，研究的时间紧张仓促，文中难免出现
一些不完善、不恰当以及研究不够深入的地方，比如一些考核环节的具体可操作性还
需要在实践中验证完善。在今后的研究工作中，随着信息化建设的不断加快，可逐步
建立起一套高效便捷的纪检监察干部绩效考核专用测评系统软件，提高绩效考核的效
率与简便程度，进一步促进考核的各个环节更加规范化、程序化、固定化。对于本研
究工作，恳请各位专家学者、师生同事多给予批评指正

关 键 词：绩效考核， 考核主体， 层次分析法ABSTRACT
III
ABSTRACT
In modern human resources management and development, performance assesment is one
of the most commonly used means. In the field of administration, civil service performance
assesment is also an important means to improve the quality of civil servants and
strengthen the team&39;s own construction. With the deepening progress of the party, the party
puts forward new and higher requirements for the construction of discipline inspection and
supervision cadres. Therefore, the performance assesment of discipline inspection and
supervision cadres should be strengthened. Through the performance review, the discipline
inspection and supervisory cadre is encouraged to enhance the motivation of the work, and
the work of discipline inspection is constantly evolving.
With the staff of the ZE district discipline inspection bureau as research object, this paper
makes clear the goal of this research task firstly, defines the related concepts and theories
about performance appraisal, and expounds the at home and abroad about the research
status of performance appraisal content and related theory, for the study of employee
performance assesment system of the ZE district commission for discipline inspection
supervisionto lay the foundation Then this study briefly summarizes the ZE district
commission for discipline inspection supervision bureau and its employees the basic
situation, and analyses the current situation of employee performance appraisal of the ZE
district commission for discipline inspection supervision, the existence question deeply.
Finally, according to the situation of staff performance assesment system of the ZE district
commission for discipline inspection supervision, we use a variety of methods. Among
them, this article uses the method of factor appraisal, expert investigation method and so
on to improves the Chinese staff performance assesment method, references the
construction of the analytic hierarchy process and fuzzy evaluation matrix theory
knowledge optimization to design out of the new annual performance review solutions.
Through using the modern performance appraisal methods, the article focuses on the
supporting measures for ensuring the effectiveness of performance appraisal.
This paper has obtained the following main research results and conclusions. It improves
the performance appraisal results of the discipline inspection commission staff in the ZE
District, and also provides a reference and lessons for the performance appraisal study of
grassroots discipline inspection and supervision of cadres and the majority of civil servants.西安电子科技大学硕士学位论文
IV
Among them, the paper introduces the 360 degree assessment method to select the
examination subject, so that the examination result is more comprehensive. The Analytic
hierarchy process and the fuzzy hierarchy comprehensive evaluation model are used to
design the assessment scheme, which makes the combination of qualitative and
quantitative indicators and greatly reduce the randomness of the assessment. The
assessment methods should pay attention to the combination with the usual and annual
assessment. People choose 10 indicators in the usual assessment and define the indicators
scoring standards in detail, so that the usual assessment is not a mere formality, and can
fully pay a role. The article mentions that people should pay attention to the assessment
program of pre-training, medium-term supervison and late feedback, and independently
design supporting mechanism to ensure the effective implementation of the assessment
system, which pays a stimulating role of examination system and effectively promote staff
and units long-term development.
Because of my limited level of knowledge, heavy task, the study of the time tense, the text
inevitably emergence some imperfected, inaooropriate and inadequate research, such as the
specific operability of some assessment links need to be verified the perfect in practice. In
the future research work, with the accelerating construction of information technology, we
can gradually establish a set of efficient and convenient performance evaluation of the
special evaluaiton system software for discipline inspection and supervision of cadres,
which can improve the efficiency simplicity of performance appraisal, and further promote
the assessment of all aspects more standardized, procedural and fixed. For this reaearch
work, I expect experts and scholars, teachers and students to give more instructions and
suggestions.
Keywords: Performance appraisal, Assessment of the subject, Analytic hierarchy process插图索引
V
插图索引
图 1.1 论文的主要研究思路图...6
图 3.1 ZE 区纪委监察局 2016 年内设机构调整情况图.........13表格索引
VII
表格索引
表 3.1 民主考核测评表.15
表 3.2 公务员年度考核登记表.16
表 4.1 ZE 区纪委监察局考核对象分类...........22
表 5.1 ZE 区纪委监察局员工考核主体的权重表.......30
表 5.2 ZE 区纪委监察局人员平时考核细则及评分标准.......32
表 5.3 平时考核指标调查选取评分汇总表.....35
表 5.4 ZE 区纪委监察局员工绩效考核指标层次模型...
。。。以上简介无排版格式，详细内容请下载查看