“显绩”与“潜绩”视角下政府绩效评估“五度五力”模型研究设计  

Structuring of Government Performance Evaluation Systems on the Base of the Model of Five Degrees and Five Forces

作　　者：卢铁男[1] 王建刚[1] 臧志彭[2] 

机构地区：[1]复旦大学国际关系与公共事务学院 [2]华东政法大学人文学院

出　　处：《中国人力资源开发》2014年第1期51-56,共6页Human Resources Development of China

基　　金：教育部哲学社会科学研究重大委托项目"政府绩效管理:理论构建与中国实践"

摘　　要：政府绩效有"显绩"与"潜绩"之分,传统的绩效评估模式往往只注重显绩,而忽视了潜绩。本文构建了政府绩效评估"五度五力"模型,在"显绩"上采用人民群众满意度、经济发展协调度、社会发展和谐度、生态环境友好度和主体功能成熟度等"五度"来表示;在"潜绩"上采用公信建设力、服务回应力、高效执行力、科学决策力和发展创新力等"五力"来表示,以期该模型能够对政府绩效做出更为全面、客观的评估。Government performance can be divided into significant performance and recessive performance. The traditional performance measurement model always focus on the significant performance and ignores the recessive performance. This paper is aimed to construct the government performance a five degrees-five forces measurement model. To show the significant performance, five degrees are used .which refer to the degree of people＇ s satisfaction, the degree of regional economy＇ s harmony development, the degree of social development harmonious, The degree of ecological environment friendliness and the degree of main body function maturity. To show the recessive performance, five forces are applied in the systems which are combined with the force of government＇s public trust construction, the ability of response to service, the capability of efficient execution, the capacity of scientific policy-making, the competence of devetopment and innovation. In guidance of the five degrees-five forces measurement model, it＇ s able to measure government performance more comprehensively and objectively.

关 键 词：政府绩效评估 五度五力模型 显绩 潜绩 

分 类 号：D630[政治法律—政治学]