| 1. | On official assessing system in qing dynasty
论清代的文官考绩制度 |
| 2. | The staff appraisal system including assessment criteria and procedures is clear
教职员考绩制度，包括评估准则和程序均清楚。 |
| 3. | The staff appraisal system including assessment criteria and procedures is clear
我清楚了解教职员考绩制度，包括评估准则和程序。 |
| 4. | Merit systems protection board : 1120 vermont ave , nw , washington , dc 20419 ; tel . ( 202 ) 653 - 8898 ; fax ( 202 ) 653 - 7130 ; f . 1883 ; chair . - ben l . erdreich
考绩制度保护委员会： 1883年成立。主席本?埃德赖希。 |
| 5. | Therefore we suppose that the merits of private organizations on this aspect can enlighten and promote the performance appraisal of civil servants
因此假设私营部门在这方面的优势可以对公务员考绩制度有一定的启示及推动作用。 |
| 6. | Make a comprehensive view of the merit system of ancient china and we can see that although it contained quite a few defects , its positive effect is unable to neglect
综观中国古代的考绩制度，尽管有着不少弊端，但其在历史上所起的进步作用却是不容忽视的。 |
| 7. | So we discuss the advantages and disadvantages of performance appraisal institution of civil servants through all kinds of research methods , in order that the high performance of civil servants can improve the nation ' s competitiveness
故本论文借由各种研究方法来探讨目前我国公务员考绩制度之优势与劣势，力争让我国公务员的行政效率能为国家竞争力产生加分的效果。 |
| 8. | This part is to expatiate on the concrete content of the merit system in four aspects : material institutions and content of the merit system of ancient china , classification of the results of the inspection and measures to prevent the departure from the truth of the inspection
该部分从古代考绩制度的具体考绩机构、内容以及考绩的等筹划分，防止考绩失真的措施等四个方面对该制度的具体内容作了详尽的阐述。 |
| 9. | After the comparative analysis of the current performance appraisal of civil servants and that of the private organizations , i also further analyze the difference of the public and private organizations and the application of performance appraisal institution in private organizations to the performance appraisal institution of civil servants . at last some amendment suggestions about the performance appraisal institution of civil servants are put forward , which are wished to be the reference of the organizations in charge of that
在通过对现行的公务员考绩制度的分析以及相应的私营部门的人力资源绩效评估的比较分析之后，又进一步具体分析了公私部门之间的差异及私营部门的人力资源评估对公务员考绩制度的实用性，最后总结出目前公务员考绩制度需修正的各种具体建议，希望可以成为主管机关的参考资讯。 |
