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为了分析和理解上的方便,我们可以把政府部门的绩效评估划分为两个层面:在微观层面,绩效评估是对个人工作业绩、贡献的认定,政府部门传统上一般偏重的都是对个人绩效的衡量;从宏观层面来说,便是指政府的绩效的测评:政府为满足社会和民众的需求到底办了哪些事,履行什么样的职能,运作效率如何,它利用人民的税款给其提供了怎样的服务,资金利用的效率效果如何,等等。现代政府以向公民提供优质高效的服务为宗旨,以提高政府绩效为目标,因而政府绩效评估作为一项有效的管理工具,在公共行政中受到广泛关注。在1993年,美国第103届国会颁布了《政府绩效与结果法案》,从而以立法的形式明确了绩效评估的概念与制度。在我国,随着政府改革的不断深入,政府绩效评估在理论界和实践界得到了很大重视,但尚存在很多问题。因此,有必要对我国政府部门绩效评估作进一步的探讨。
For the convenience of analysis and comprehension, we can divide the performance evaluation of government departments into two levels: At the micro level, performance evaluation is the determination of individual work performance and contribution, and government departments generally traditionally emphasize individual performance At the macro level, it refers to the evaluation of the government’s performance: what the government does to fulfill the needs of society and the public, what kind of functions it performs and how efficiently it operates. It uses the people’s tax to give it What kind of service is provided, how efficient is the use of funds, and so on. In order to improve the performance of government, modern government aims at providing citizens with quality and efficient services. As an effective management tool, government performance evaluation has drawn wide attention in public administration. In 1993, the 103rd Congress of the United States enacted the “Government Performance and Results Act”, which clearly defined the concept and system of performance evaluation in the form of legislation. In our country, with the continuous deepening of government reform, the government performance appraisal has drawn great attention in the theory and practice circles, but there are still many problems. Therefore, it is necessary to further investigate the performance evaluation of our government departments.