12卷 第2期
1.School of Labor and Human Resources, Renmin University of China, P.R. China
2.Guanghua School of Management, Peking University, P.R. China
纸质出版日期： 2021 ，
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Yongqian Tu & Yaqi Gao. (2021). Performance appraisal system of senior civil servants in China and the United States: A comparative perspective. 華夏人力資源管理學報, 12(2), 3-15.
YONGQIAN TU & YAQI GAO. (2021). Performance appraisal system of senior civil servants in China and the United States: A comparative perspective. Journal of Chinese Human Resources Management, 12(2), 3-15..
Yongqian Tu & Yaqi Gao. (2021). Performance appraisal system of senior civil servants in China and the United States: A comparative perspective. 華夏人力資源管理學報, 12(2), 3-15. DOI： 10.47297/wspchrmWSP2040-800501.20211202.
YONGQIAN TU & YAQI GAO. (2021). Performance appraisal system of senior civil servants in China and the United States: A comparative perspective. Journal of Chinese Human Resources Management, 12(2), 3-15.. DOI： 10.47297/wspchrmWSP2040-800501.20211202.
Purpose
2
This paper aims to shed light on commonalities and differences of performance appraisal system of senior civil servants in China and the United States
given that strengthening performance evaluation and accountability is a common trend in the management of civil servants in various countries.
Design/methodology/approach
2
The paper conducts solid and thorough policy analysis111 the different policies conducted in the two countries.
Findings
2
The paper reveals that
although there are differences in the conceptual scope between the cadres of Chinese party and government leadership and senior American civil servants
their assessment systems are still comparable in terms of assessment standards
asseaaaaat methods
and application of assessment results. In China
the central government has proposed to give full play to the incentive role of cadre assessment and evaluation
to improve the cadre assessment and evaluation mechanism
and has successively formulated and implemented comprehensive assessment and evaluation methods for the party and government departments and county-level government leading cadres. In the United States
strategic anchoring
leadership and knowledge management
result orientation
and strengthening accountability have become the basic principles of government department performance evaluation
and a human capital evaluation and responsibility system have been established. In terms of assessment content
the assessment of party and government leading cadres highlights indicators such as party spirit cultivation
political standards
moral quality and mental state
which embodies the characteristics of "special indicators". The assessment of senior civil servants in the US federal government emphasizes the more operational and evaluative description of actions
which embodies the style of "behavioral indicators".
Originality/value
2
The paper contributes to research by demonstrating not only differences in performance appraisal systems between China and the United States
but also many common problems and common tools and methods to improve its assessment scientifically.
Civil servantsPerformance appraisalAssessment method
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