CHAPTER 2: CURRENT SITUATION OF EVALUATION AND
2.2. Analysis of the work performance evaluation of civil servants in the Tax
2.2.8. Current situation of analyzing and using evaluation results of work
After holding the evaluation meeting at divisions, the evaluation results will be aggregated and sent to the Organization and Personnel Department for submission to the leaders of unit for approval. Evaluation results for each civil servant will be archived into database, records for monitoring and notified to the units.
When surveying the content of the level of interest in the final evaluation results, there are up to 90.4% of answers from interested to very interested -
Appendix of survey results. This shows that most civil servants are very interested in the results of their performance evaluation.
The author also conducted a survey on the level of satisfaction with the performance evaluation results of civil servants, the results showed that only 53.7%
of respondents chose satisfied to very satisfied, 48.3 % responded normal, and 4,6% of unsatisfied. Thus, the results showed that a large percentage are still not satisfied with their evaluation results and 82.1% think that it is necessary to make more efforts in their work, 73.3% think that it is necessary to study more to improve their qualification after each evaluation - Appendix of survey results.
E&C includes many processes with the participation of many subjects.
Through each evaluation, there are some practical points that need to be studied and completed.
Through the survey on factors in the evaluation making civil servants at the Tax Department unsatisfied, the results are as follows:
Table 2 9: Opinions about the factor of dissatisfaction in E&C
Options No. of answers Percentage
1. Purpose of evaluation 11 13,75%
2. Evaluation criteria 30 37,50%
3. Method of evaluation 30 37,50%
4. Evaluation cycle 15 18,75%
5. Selection of evaluator 7 8,75%
6. Training the evaluator 15 18,75%
7. How to organize the evaluation 18 22,50%
8. Use of evaluation results 16 20,00%
9. Other comments 2 2,50%
Through the survey results, it can be seen that the factors that make up the high rate of selection are the evaluation criteria (37.5%), the evaluation method (37.5%), followed by the method of organizing the evaluation, evaluation cycle,
training the evaluators and use of evaluation results. The results of the investigation are consistent with the analysis when the factors that make the civil servant unsatisfied also have some limitations that need to be improved.
Based on the evaluation results, the evaluator will make a general judgment on the situation of work performance, strengths and weaknesses, from which formulate a program related to other human management activities.
Usually, the personnel being evaluated as excellently completed the tasks are civil servants who are competent, capable of summarizing and analysis, assigned with many difficult tasks, so they are potential civil servants, who are planned and developed for a higher position of work. Besides, they are also considered to be rewarded at a higher level such as advanced labor, grassroots emulation soldiers and have many opportunities of salary increase in advance.
A large proportion of the remaining 40% or more is well completed the assigned tasks; the group of civil servants showed little difference or outstanding work efficiency. They are mainly assigned regular and uncomplicated jobs, so that they can complete the work well. These subjects are often considered for the titles of advanced labor.
The remaining percentage at the average of more than 20% is completed the task and not completed the tasks. This is mainly the group of junior civil servants or those who have limited professional capacity, can only do simple jobs, and their efficiency is not high. These subjects are staffed down and often allocated to appropriate tasks.
The personnel training and nurturing on the basis of evaluation results have not been clearly implemented, mainly specialized training courses for key functional groups. In 2015, the Tax Department began to group subjects based on professional capacity and work experience into basic classes and advanced classes for civil servants of tax examination and tax inspection departments; this grouping have not been applied to other remaining division yet. The training based on evaluation results is an important activity to overcome limitations, improve the professional qualifications for the group of civil servants who have not yet reached
the good level, and also consider the inclusion of subjects received training whose follow-up evaluation is still completed the tasks or not completed the tasks into the staff downsizing.
Currently, there is no software used to manage and tracking the tasks, the evaluation results are archived mainly by paper records. This makes it difficult to summarize and monitor when the E&C is implemented more often and there is a need for a mechanism for online monitoring and evaluation instead of too many paperwork.
Regarding the consistency between the evaluations results on the completion of work and its initial purpose, the survey showed that 55% of respondents answered appropriate to very appropriate, 50.8% answered relatively appropriate, the rest 3.3% answered not appropriate- Annex of survey results. This result represented that the evaluation results need to be used more appropriately other than for the purpose of performance evaluation.