The gradual decrease of ratio of Grade-A evaluation on the performance of individual public servant is the direction for pragmatic change, which will even be explicitly provided for by amending laws. Such change per se will be somehow helpful for reducing the personnel cost. However, the ratio of Grad-A still far exceeds the total of the ratios of the other grades, which apparently demonstrates the big gap between the theoretical manpower management and the practical recognization. Also, it is in general unhelpful for resolving the public doubt about "everyone is rewarded" phenomenon.
The issue of performance evaluation for government employees has been under extensive discussion. For example, discussions on the ratio of each grading for individual performance (by Yu Chi-li et al. in 2003), or on several problems concerning service grading brought by me for years, such as: always Grad-A for high-ranking personnel, how to reduce the ridiculous mistakes in service grading, and so forth (by Shi Neng-jie in 1991, 1992, 1993, and 1994). Lately, Mr. Chu Wu-hsien wrote articles to continue the discussion on those issues (in 2003). It demonstrates that all those discussions will be helpful to certain extent for improvement of the shortcomings in grading individual performance, but also implies that all those problems have not been dealt with yet. However, as those analyses are all at conceptual or technical level, even if the methods for improvement proposed by each expert are carried out, yet, the focal purpose of individual performance evaluation would not be taken care of; i.e., is the overall performance of an organization enhanced along with the improvement of individual performance?
This article is to point out that new system and method for individual employee performance evaluation shall be set up from the viewpoint of organizational performance management so that the managements for individual performance and organizational performance can be tightly integrated, and that the effect of human resources management on individual performance evaluation can be manifested. This article aims to illustrate and hold the theory, thought and viewpoint for such a new approach, as well as the main direction for change.