1Abstract 2摘要 1 题目，L 出入境检验检疫局员工绩效考核方案设计 学科名称，工商管理 研 究 生，董士雷 签 名， 指导教师，张根能 教授 签 名， 摘要 中华人民共和国出入境检验检疫局是对出入境的货物和人员进行检验检疫的国家重 要部门。作为国家涉外的行政执法单位，出入境检验检验局以保护国家和社会的整体利益 为目标，肩负着保护广大人民群众身体健康和地区经济发展的神圣使命。其发展与改革 对我国出入境的管理有重要意义。十八大以来，党和政府明确指出要创新行政管理方式， 提高政府公信力和执行力，推进政府绩效管理，创建服务型政府。出入境检验检疫局的员 工绩效考核对提高出入境检验检疫局的工作质量和服务水平至关重要。 L 出入境检验检疫局作为山东出入境检验检疫局的分支局，其员工绩效考核制度仍不 完善，基本上只是将上级部门下发的任务指标简单分解到部门和个人，而且很多指标的设 定也未充分考虑到员工的具体岗位和工作职责，这就使绩效考核很难体现出部门差异性。 随着政府部门服务方式和角色的转变，绩效考核工作也需要与时俱进、日臻完善，单位员 工对于开展绩效考核、合理评价每个人工作能力的需求也在不断增强。为了践行科学发展 观，创建服务型政府，推动我国出入境检验检疫局的科学合理发展，不断提升出入境检验 检疫局为公众服务的水平，L 出入境检验检疫局员工绩效考核方案的设计与研究有着重大 的现实意义。 本文对 L 出入境检验检疫局现行的员工绩效考核方案进行了阐述，并对考核对象开 展了问卷调查，对几位部门负责人和员工进行了个别访谈，以此了解他们对目前 L 检验 检疫局员工绩效考核工作的意见和建议。通过对调查和访谈结果的梳理，发现 L 检验检 疫局的员工绩效考核方案尚存在考核观念落后、考核主体范围不合理、考核指标量化不科 学、考核内容未体现部门差异、激励机制不完善等问题。通过借鉴国内外相关机构先进的 绩效考核理论，结合本单位自身工作特点，对山东检验检疫系统电子内务平台收录的有关 绩效考核的作业指导书、相关资料以及数据进行参阅，并结合问卷调查、个别访谈等方法， 实现理论与实践相结合，对 L 出入境检验检疫局的现行员工绩效考核方案进行改良设计， 以期为完善我国公共部门的员工绩效考核体系提供可参考的依据。 关键词，出入境检验检疫局；绩效考核；指标体系Abstract 1 Title: Design of staff performance evaluation scheme for L Entry-Exit Inspection and Quarantine Bureau Major，Business Administration Name，Shilei DONG Signature: Supervisor，Prof. Genneng ZHANG Signature: Abstract The People's Republic of China Entry-Exit Inspection and Quarantine Bureau is an important national department for the Inspection and Quarantine of goods and personnel entering and out of the territory. As a national law enforcement unit concerned with foreign affairs, the entry-exit Inspection and Inspection Bureau aims to protect the overall interests of the state and society, and shoulders the sacred mission of protecting the health of the masses and the development of the regional economy. Its development and reform are of great significance to the management of China's Entry-Exit. Since the eighteen party, the party and the government have clearly pointed out that we should innovate the way of administration, improve the credibility and executive power of the government, promote the government performance management and create a service-oriented government. The performance assessment of the Entry-Exit Inspection and Quarantine Bureau is very important to improve the quality and service level of the Entry-Exit Inspection and Quarantine Bureau. As a branch bureau of Shandong entry-exit Inspection and Quarantine Bureau L entry-exit Inspection and Quarantine Bureau, the staff performance appraisal system is still not perfect, basically only the task index issued higher authorities under simple decomposition to the departments and individuals, and many indicators did not give full consideration to the staff of the specific positions and responsibilities, this it is difficult to reflect the performance appraisal department difference. Along with the transformation of the service mode and role of the government department, performance appraisal work needs to keep pace with the times and improve. The demand for performance appraisal and reasonable evaluation of everyone's working ability is also increasing. In order to practice Scientific Outlook on Development, create service-oriented government, promote the entry-exit Inspection and Quarantine Bureau of China's scientific development, and constantly improve the entry-exit Inspection and Quarantine Bureau of the level of service to the public, L entry has great significance on the research and design of employee performance appraisal program exit Inspection and Quarantine西安理工大学工商管理硕士学位 2 Bureau. This article expatiates on the L entry exit Inspection and Quarantine Bureau of the current staff performance appraisal program, and the assessment object to carry out a survey, responsible for several departments were interviewed and their employees, in order to understand the performance of L Inspection and Quarantine Bureau staff's opinions and suggestions. Based on the results of the investigation and interview analysis, found the staff performance appraisal program L Inspection and Quarantine Bureau of the examination still exist behind the concept, the scope of the main examination is not reasonable and the evaluation index is not scientific, quantitative assessment content does not reflect the Department difference, imperfect incentive mechanism etc.. By reference to the relevant institutions at home and abroad advanced performance appraisal theory, combined with the characteristics of their work units, collected on the performance evaluation of documents and data, through literature research, questionnaire survey method, interview method, expert evaluation method, the combination of theory and practice, improve the design of the performance appraisal program L entry exit Inspection and Quarantine Bureau, in order to improve the performance appraisal system of China's public sector provides a basis for reference. Key words: CIQ; Performance appraisal; Index system目 录 1 目 录 1.绪论...........................................................................................................................................1 1.1 选题背景及研究意义...................................................................................................................... 1 1.1.1 选题背景.................................................................................................................................. 1 1.1.2 研究意义.................................................................................................................................. 2 1.2 国内外研究的现状.......................................................................................................................... 3 1.2.1 国外研究的现状...................................................................................................................... 3 1.2.2 国内研究的现状...................................................................................................................... 4 1.2.3 评述.......................................................................................................................................... 5 1.3 研究目标及研究内容...................................................................................................................... 5 1.4 研究思路和研究方法...................................................................................................................... 6 1.4.1 研究思路.................................................................................................................................. 6 1.4.2 研究方法.................................................................................................................................. 6 2.政府部门绩效考核的理论与实践分析...................................................................................7 2.1 政府部门绩效考核相关理论.......................................................................................................... 7 2.1.1 政府部门绩效考核.................................................................................................................. 7 2.1.2 绩效考核相关理论