1. The implementation of quantitative management and quantitative performance appraisal is the basis for establishing a scientific and complete performance appraisal and evaluation system.

First, performance appraisal should implement more scientific quantitative management and quantitative performance appraisal for various tasks of Xiamen State Taxation. Establish a "one-vote veto" project that includes corporate responsibility performance assessment, job responsibility performance assessment, and key job responsibility performance assessment, and make "one-vote veto" projects such as civilized creation, work style efficiency, etc. in corporate responsibility as a specialized Performance appraisal management methods for assessment content.

Secondly, the basis of performance appraisal management is the scientific and reasonable determination of unified appraisal indicators. It should be combined with the actual work of tax collection and administration reform to formulate system-wide performance appraisal goals, job responsibility systems, and performance appraisal goals and job responsibility systems for each district bureau (directly affiliated bureau).

Third, on the basis of full consultation and research and demonstration, the operability is highlighted. Set practical and unanimously recognized performance appraisal indicators to ensure the execution of performance appraisals, and achieve a combination of qualitative and quantitative indicators, and a combination of comprehensive and individual indicators.

2. Timely revision of assessment methods is the way to ensure fairness and justice in performance assessment.

First, many types of assessments, assessments at all levels, and assessments in various departments currently use the work to be completed in the past year as the assessment standard without analysis. The assessment standards, assessment explanations, and assessment time limits are also unchanged. What is even worse is that when some higher-level agencies or relevant departments formulate certain indicators, they do not investigate and study them, and work behind closed doors that are divorced from reality. Therefore, changing the past shortcomings of excessive concentration of assessment time and disconnection between assessment standards and assessment time limits and the actual situation is the way to ensure fairness and justice in performance assessment. According to the actual situation, the assessment should be carried out according to the situation, and the assessment should be reasonably divided into quarters or completed every six months. This can not only reduce the number of centralized assessment projects at the end of the year and disperse the assessment pressure, but also identify problems in time and adjust assessment indicators in a timely manner to ensure the assessment work. objective and fair.

Secondly, changing the traditional model of "superiors supervising subordinates" in the past, performance appraisals should be "two-way" to supervise decision-makers and constrain executors. On the one hand, we should pay attention to the scientific nature of the "assessment content" and the feasibility of the "assessment indicators"; on the other hand, we should pay more attention to work results and not be partial to work reports. Let units and individuals who are serious, practical, and successful be affirmed and recognized through performance appraisal methods, make down-to-earth work the mainstream of work, change bureaucracy, and comply with the central government's requirements for changing work style.

3. Exploring the connection between performance appraisal and improving the quality of cadres and stimulating the vitality of cadre team building is the key to performance appraisal.

After the new direction of tax collection and administration reform is determined, cadres will be the decisive factor. The key to strengthening tax enforcement is to build a team of high-quality cadres who are good at tax administration. Under the premise that performance appraisal has been put on the agenda, how to improve the overall quality of cadres and change the management form of administrative cadres is the top priority for the effective implementation of the performance appraisal system. It directly affects the construction of tax execution capabilities and affects performance. The smooth implementation of the assessment affects the work efficiency, work atmosphere and external image of the entire unit. Therefore, before conducting performance appraisals, leadership teams at all levels should regard improving the quality of cadres as a major task.

First, the current cultural quality level of the cadre team, the depth of knowledge mastered, and relatively low enthusiasm for learning; after a long period of practical work, the cadres have formed an inherent set of ideas and the flexibility of work There are obvious deficiencies in sex, enthusiasm and initiative, especially the difficulty of receiving re-education and re-learning. Therefore, members of the leadership team taking the lead in improving their own quality and establishing a guarantee mechanism are the core of strengthening the training and education of cadres, adjusting the overall knowledge level of cadres, and preventing the aging of cadres' minds.

Second, establish and improve the material incentive mechanism, policy incentive mechanism and public opinion incentive mechanism. The incentive mechanism should be improved around seeking practicality and focusing on work performance. Including the evaluation and assessment of the quality of tax collection and management, the development of civilized creation and tax services, the degree of integrity and self-discipline compliance, etc., such an assessment method can not only objectively and fairly evaluate the work quality of different positions, but also help highlight key points in performance assessment, and more It can motivate cadres to learn business knowledge and work actively, effectively motivate staff to forge ahead, strive for excellence, and enhance their sense of responsibility and career.

Third, implement the three major management requirements of responsibility, efficiency and service to prevent the problem of "assessment" being more important than "management" in the performance appraisal management process. Currently, the launch of the administrator platform has improved the efficiency of personnel use in management positions. How to integrate performance assessments, as well as various types of assessments, assessments at all levels, and assessments of various departments is the key to stimulating the vitality of the cadre team and strengthening performance assessment management. joint points. The author's unit has explored ways to improve the work efficiency of civilized creation, which has facilitated computer networks to integrate assessments from different departments and levels, turning surprise work that requires intensive overtime work into daily routines, and improving the unit's utilization rate of personnel. , although it is an attempt, it can be regarded as a certain enlightenment. Therefore, turning performance appraisal into a need for daily work management of cadres can normalize assessment and management, and at the same time highlight the importance of performance appraisal.

Fourth, change ideological concepts and revise the previous single employment model that focused relatively on examinations. By deepening the performance appraisal management work, we will create a working environment that respects labor, respects creation, respects talents, and respects knowledge. We adopt a number of institutional innovations such as merit selection and competitive recruitment to allow outstanding talents with rich work experience and good knowledge structure to stand out, improve the level of human resources management, and strive to create a people-oriented employment atmosphere. Build a fair stage for cadres and employees to achieve their personal goals, and truly create an atmosphere of caring and retaining people from five aspects: salary, career, feelings, system, and environment.