Chapter I General Principles
Article 1 These Provisions are formulated in accordance with the Civil Service Law in order to correctly evaluate the political morality and work performance of civil servants, standardize the assessment of civil servants, promote diligent and clean government, improve work efficiency and build a high-quality civil service team.
Article 2 The term "civil servant assessment" as mentioned in these Provisions refers to the assessment of civil servants who are not leading members. The assessment of leading members shall be handled by the competent department in accordance with relevant regulations.
Article 3 The assessment of civil servants shall adhere to the principles of objectivity and fairness, and pay attention to actual performance, and combine the leadership with the masses, peacetime with peacetime, and qualitative with quantitative in accordance with the prescribed authority, conditions, standards and procedures.
Chapter II Evaluation Contents and Standards
Article 4 The assessment of civil servants should be based on their job responsibilities and tasks, and their morality, ability, diligence, performance and honesty should be comprehensively assessed, with emphasis on their work performance.
Morality refers to the expression of ideological and political quality, personal morality, professional ethics and social morality.
Ability refers to professional quality and the ability to perform duties.
Diligence refers to the performance of responsibility, work attitude and work style.
Performance refers to the quantity, quality, efficiency and benefit of completed work.
Honesty refers to the performance of honesty and self-discipline
Article 5 The assessment of civil servants is divided into peacetime assessment and regular assessment. Regular assessment is based on the usual assessment.
Usually, the assessment focuses on the completion of civil servants' daily tasks, stage work objectives and attendance, which can be carried out by the assessed person filling in the work summary, special work inspection and attendance, and the competent leader will review and evaluate it.
Regular assessment takes the form of annual assessment, which is conducted at the end of each year or the beginning of the following year.
Article 6 The annual assessment results are divided into four grades: excellent, competent, basically competent and incompetent.
Article 7 The identification of excellent grades shall meet the following conditions:
(1) High ideological and political quality;
(2) Proficient in business and strong working ability;
(three) a strong sense of responsibility, studious, good work style;
(4) Outstanding work performance;
(5) Honest and clean.
Article 8 The qualification grade shall meet the following conditions:
(1) High ideological and political quality;
(two) familiar with the business, strong working ability;
(3) Strong sense of responsibility, active work and good style;
(4) Being able to complete the work independently;
(5) Integrity and self-discipline.
Article 9 A civil servant is determined to be basically competent under any of the following circumstances:
(a) the ideological and political quality is average;
(two) the ability to perform their duties is weak;
(three) the general sense of responsibility, or work style has obvious shortcomings;
(four) can basically complete their own work, but the number of completed work is insufficient, the quality and efficiency are not high, or there are major mistakes in the work;
(5) basically honest and self-disciplined, but there are some shortcomings.
Tenth civil servants in any of the following circumstances, should be determined as incompetent:
(1) Poor ideological and political quality;
(two) professional quality and working ability can not meet the job requirements;
(3) Poor sense of responsibility or work style;
(four) unable to complete the task, or in the work due to serious mistakes, dereliction of duty caused great losses or adverse social impact;
(five) there is a problem of dishonesty, and the situation is more serious.
Eleventh the number of outstanding civil servants in the annual assessment is generally within 15% of the total number of civil servants participating in the annual assessment, and the maximum is not more than 20%.
Chapter III Evaluation Procedures
Twelfth civil service assessment in accordance with the management authority and prescribed procedures, organized by the civil service management department.
The organ may set up an assessment committee during the annual assessment. The assessment committee is composed of leading members of this organ, civil servant management and other relevant departments and civil servant representatives.
Thirteenth annual assessment according to the following procedures:
(1) The assessed civil servants summarize their job responsibilities and related requirements, and report on their work within a certain scope;
(2) On the basis of listening to the opinions of the masses and civil servants themselves, the leaders in charge write comments based on the usual assessment and personal summary, and put forward suggestions and improvement requirements for the assessment;
(3) Publicizing civil servants who have been rated as excellent within their own organs;
(four) the assessment level shall be determined by the person in charge of the organ or the authorized assessment committee;
(five) the assessment results will be notified in writing to the assessed civil servants, who will sign their opinions.
The assessment of civil servants who hold leadership positions in internal organs can be carried out within a certain range when necessary.
Fourteenth civil servants who refuse to accept the annual assessment as incompetent may apply for review and appeal according to relevant regulations.
Fifteenth each organ shall deposit the "Registration Form for Annual Assessment of Civil Servants" in the personal files of civil servants, and submit the annual assessment of civil servants of this organ to the competent department of civil servants at the same level.
Chapter IV Use of Evaluation Results
Article 16 The results of the annual assessment of civil servants shall be used as the basis for adjusting the positions, grades and salaries of civil servants, as well as the reward, training and dismissal of civil servants.
Seventeenth annual assessment of civil servants is determined to be competent or above, in accordance with the following provisions:
(1) Those who have been determined to be competent for more than two years shall be promoted to a salary level within the salary standard corresponding to the set level;
(2) Those who have been qualified for five years or more shall be promoted to the next level within the corresponding level of their posts;
(3) Those who are determined to be competent or above and meet other prescribed conditions are eligible for promotion; Those who have been identified as excellent for more than three consecutive years will be given priority in promotion;
(four) was identified as excellent grades, then reward; Those who have been identified as excellent for three consecutive years will be awarded third-class merit;
(five) enjoy the annual assessment bonus.
Eighteenth annual assessment of civil servants determined to be basically competent, in accordance with the following provisions:
(a) admonishing conversation, improve within a time limit;
(two) the assessment period in which the promotion level and salary level are not calculated according to the annual assessment results in this assessment year;
(three) shall not be promoted within one year;
(four) do not enjoy the annual assessment bonus;
Nineteenth annual assessment of civil servants is determined to be incompetent, in accordance with the following provisions:
(a) to lower the level of a job;
(two) the assessment period in which the promotion level and salary level are not calculated according to the annual assessment results in this assessment year;
(three) do not enjoy the annual assessment bonus;
(4) If the annual assessment for two consecutive years is determined to be incompetent, it shall be dismissed.
Twentieth departments in charge of civil servants and the organs where civil servants work shall conduct targeted training for civil servants according to the assessment.
Chapter V Related Matters
Twenty-first newly recruited civil servants participate in the annual assessment during the probation period, and only write comments as the basis for appointment and grading.
Twenty-second transfer or transfer of civil servants, by their current work units for transfer or transfer assessment and determine the order. Relevant information before transfer or transfer shall be provided by the original unit.
On-the-job training of civil servants, on-the-job training period by the on-the-job unit assessment and determine the order. Less than half a year, the assessment by the sending unit.
The civil servants sent by the unit to study and train shall be assessed by the sending unit, and the grade shall be determined mainly according to the performance of the study and training. Relevant information about their study and training is provided by their study and training units.
Twenty-third civil servants who have accumulated sick leave and personal leave for more than half a year will not be assessed.
Twenty-fourth civil servants suspected of violating the law and discipline have not yet been closed, and they will not write comments or be uncertain in the annual assessment. After closing the case, if no punishment or warning is given, the order shall be revised in accordance with the regulations.
Twenty-fifth punished civil servants annual assessment shall be handled in accordance with the following provisions:
(a) when warned, to participate in the annual assessment, shall not be determined as excellent;
(two) during the period of demerit, demerit, demotion, dismissal, to participate in the annual assessment, only write comments, indefinite order. Within one year after the termination of the punishment, its annual assessment is not affected by the original punishment.
Twenty-sixth civil servants do not conduct assessment or participate in the annual assessment and grading, this assessment year is not calculated as the promotion level and the assessment period to determine the salary level according to the annual assessment results.
Twenty-seventh civil servants who refuse to participate in the annual assessment without justifiable reasons and refuse to participate after education are directly determined to be incompetent.
Twenty-eighth in the review process, there are irregularities, retaliation, fraud and other illegal acts, will be dealt with severely in accordance with the relevant provisions.
Chapter VI Supplementary Provisions
Twenty-ninth organs (units) managed by referring to the Civil Service Law shall, in addition to assessing their staff, be implemented by referring to these Provisions.
Thirtieth these Provisions shall be interpreted by the Organization Department and Personnel Department of the Central Committee, and all regions and departments may formulate specific implementation rules according to actual conditions.
Article 31 These Provisions shall come into force as of the date of promulgation.
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