It has become a management talisman for many advanced departments in government agencies or private companies all over the world to implement the concept and method of performance rating as a way to effectively improve organization efficiency. The system of performance rating has a key position among the overall civil service system, so it is reasonable to be built on performance orientation. The study on its related system should consider both theories and practice and its feasibility must be taken into consideration as well.
This study thinks that functions of performance rating system should be increased first, including modifying performance rating purpose, adjusting rating items, increasing rating of group performance. Secondly, rating techniques should be more flexibly used, including combining and simplifying basic rating methods, empowering authority of each agency to decide their own rating techniques, and giving training to rating personnel. Thirdly, the foundation for rating must be advanced, including strengthening capacity management, putting rating ordinarily into practice, and giving rating interviews. Finally, the rating results must be made good use. It includes improving its combination with pay, repositioning design of rating bonuses, matching with promotion and training, and strengthening of elimination system. In addition, the establishment of an organization culture with performance orientation is the way to make the above to be realized and really put into enforcement.