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Announcement of the Standing Committee of the 12th People’s

Congress of Hangzhou

No. 57

Hangzhou performance management regulation was reviewed and passed at the 30th
meeting of the Standing Committee of the 12th People’s Congress of Hangzhou on Aug
27, 2015, after being approved by the committee on Sept 25, 2015. The regulation is
hereby disclosed to the public and will take effect on Jan 1, 2016.

Standing Committee of Hangzhou city People’s Congress
Oct 14, 2015

Standing Committee of Zhejiang provincial People’s Congress

Decision on Approving Hangzhou performance management regulation
(Adopted at the 23rd meeting of the Standing Committee of the 12th People’s Congress
of Zhejiang province on Sept 25, 2015)

According to Item 2 of Article 72 of the Law on legislation, the 23rd meeting of the
Standing Committee of the 12th People’s Congress of Zhejiang province decides to
approve Hangzhou performance management regulation adopted and reviewed at the
30th meeting of the Standing Committee of the 12th People’s Congress of Hangzhou
after reviewing it. The regulation will be promulgated and implemented by the Standing
Committee of the Hangzhou city People’s Congress.

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Hangzhou Performance Management Regulation
(Adopted at the 30th meeting of the Standing Committee of the 12th People’s Congress
of Hangzhou on Aug 27, 2015; Approved by the 23rd meeting of the Standing
Committee of the 12th People’s Congress of Zhejiang province on Sept 25, 2015)

Table of Contents
Chapter I General Provisions ......................................................................................... 2
Chapter II Performance Management Planning and Annual Performance Objectives.. 4
Chapter III Process Management ................................................................................... 5
Chapter IV Annual Performance Evaluation ................................................................. 6
Chapter V Application of Results .................................................................................. 8
Chapter VI Performance Accountability ....................................................................... 9
Chapter VII Supplementary Provision ......................................................................... 10

Chapter I General Provisions

Article 1 In line with the relevant laws and regulations, and the actual conditions of
the city, the Regulation is formulated in order to improve public administration,
enhance the level of public services and promote modernization of governance.

Article 2 The Regulation applies to the performance management of the various
departments of the city government, and subordinate governments at district, county
(city), township and community levels and their departments in performing their duties.
The performance management of the organizations with public affairs management
functions authorized by laws and regulations, the organizations engaged in public
affairs management activities entrusted by state administrative agencies and the
enterprises is subject to the Regulation.
The term “performance management” as used in the Regulation means the entire
process management to enhance performance, including defining performance
objectives according to the development objectives of the administrative region and the
duties of performance responsible units, implementing daily monitoring, and
conducting comprehensive assessment of the actual effects of the completion of these
objectives.

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The performance responsible units as said in the Regulation mean those units
implementing performance management in accordance with the provisions of the
Regulation.

Article 3 Performance management shall follow the principles of staying scientific
and rule-based, openness and fairness, public participation, coordinated advancement,
focusing on performance, rewarding the excellent and punishing the inferior,
continuous improvement and enhancing performance and efficiency.

Article 4 The city, district, county (city) performance management committees shall
exercise uniform leadership over the performance management work within their
administrative regions and perform the following duties:
(1) Plan and coordinate the performance management work;
(2) Approve the overall performance management plan, performance evaluation system
and annual performance evaluation work plan of this level;
(3) Approve the results of performance evaluation;
(4) Review and decide other important matters related to performance management.

Article 5 The performance management agencies of the and the subordinate districts
and counties (cities) shall be specifically responsible for performance management
related work within their respective administrative regions and perform the following
duties:
(1) Formulate the overall plan for performance management, performance evaluation
system and annual performance evaluation work plan of their level, and organize
implementation of the approved plans;
(2) Approve the performance management plan of the performance responsible units,
review and adjust the annual performance objectives of the performance responsible
units, and regulate and coordinate various assessment items according to law;
(3) Take charge of the daily work of performance management, and guide, manage and
supervise the performance management work of performance responsible units;
(4) Coordinate relevant departments to jointly advance performance management work;
(5) Formulate a model for performance management plan, annual performance
objectives, and performance self-assessment reports;
(6) Other specific work related to performance management.
The subordinate district/county (city) performance management agencies accepts the
guidance of the city performance management agency.

Article 6 The departments of public sector reform, development and reform,
supervision, finance, human resources and social security, auditing, statistics and
legislation (hereinafter collectively referred to as performance management related
departments) shall carry forward performance management work according to their
respective duties.

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Article 7 The standing committees of people’s congresses of the city, and the
subordinate districts, and counties (cities) shall hear the reports on the performance
management work of the previous year by their respective governments in the first half
of each year.

Article 8 The funds necessary for the performance management agencies to perform
their duties shall be included in the financial budget of their respective levels.

Article 9 Performance management agencies shall integrate relevant information
resources, establish a performance management information system, and realize
dynamic tracking, full-process management, and shared utilization of performance
information.

Chapter II Performance Management Planning and Annual Performance

Objectives

Article 10 The performance responsible units shall prepare performance management
plans according to the economic development plan of their regions (industries) and the
duties of the units. The performance management plan covers five years and shall be
reported to the performance management agency for approval.
The approved performance management plan is the basis for the performance
responsible units to formulate the annual performance objectives and the performance
management agencies to implement supervision and management.

Article 11 The performance management plan shall include the following main
contents:
(1) An overview of the main duties and tasks of the unit;
(2) The overall objectives and main indicators for fulfilling the main duties and
completing the tasks;
(3) Analysis of key factors affecting objectives and tasks;
(4) Methods and measures for accomplishing the objectives and tasks;
(5) Other major issues related to performance management.

Article 12 The performance responsible units shall formulate annual performance
objectives based on the performance management plan and the annual key work plan.
The annual performance objectives should include the following:
(1) Formulation basis and external factors analysis;
(2) Assessment or evaluation criteria for specific objectives;
(3) Measures and progresses;
(4) Required funds;
(5) Other related matters.

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Article 13 If major matters of economic and social development or highly specialized
matters are involved in the performance management plan and annual performance
objectives formulated and defined by a performance responsible unit, then the necessity
and feasibility study shall be organized in advance.

Article 14 The performance responsible units shall report the annual performance
objectives to the performance management agencies for review according to the
regulations.
If the performance management agencies believes that the annual performance
objectives do not conform to the economic and social development plan of the
administrative region or the duties of the performance responsible units, then it shall
give feedback to and have consultation with the performance responsible units, and the
performance responsible units shall make revisions.
After the annual performance objectives are reviewed and identified, they shall be
disclosed to the public by the performance management agencies.

Article 15 If it is necessary to adjust the annual performance objectives due to major
policy adjustments, institutional adjustments or force majeure within the administrative
region, the relevant units shall report the adjustments to the performance management
agencies for review within the prescribed time limit.
If the adjustment involves the key work objectives reviewed and defined at the plenary
sessions or the executive meetings of the government, then it shall be reported to the
city, district or county (city) government for approval.
If there are new key tasks to be incorporated into the performance management, then
he performance management agencies may adjust the annual performance objectives of
the relevant units.

Article 16 The performance responsible units shall solicit public opinions when
preparing performance management plans or formulating and adjusting annual
performance objectives.
The performance management agencies shall listen to the public opinions when
reviewing the annual performance objectives of the performance responsible units.

Chapter III Process Management

Article 17 Performance responsible units shall implement performance management
in accordance with the approved annual performance objectives, regularly analyze the
constraints affecting the achievement of performance objectives and take
countermeasures accordingly, and establish and improve internal responsibility systems
and reward and punishment mechanisms so as to promote the achievement of annual
performance objectives.
The performance responsible units shall report the progress of the work to realize
annual performance objectives, existing problems and other performance related

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information to performance management agencies, and be responsible for the
authenticity, legitimacy, validity and completeness of the provided information.
The progress of the annual performance objectives shall be disclosed to and monitored
by the public.

Article 18 Performance management agencies shall establish a performance monitor
system to supervise, inspect, coordinate and evaluate the implementation of the annual
performance objectives of the performance responsible units, urge them to enhance
efficacy to improve the efficiency of work and the quality of services.
The performance management related departments shall supervise the implementation
of the annual performance objectives in accordance with their respective duties, and
report the results of the supervision to the performance management agencies at their
level.

Article 19 Performance management agencies, performance management related
departments, and performance responsible units shall target outstanding problems in
performance management, make systematic analysis, study countermeasures, improve
work, and enhance performance management. Whenever necessary, relevant experts
and stakeholders shall be invited to take part.

Article 20 The performance management agencies shall promptly notify the
performance responsible units of their problems found in the daily management. The
performance responsible units shall make a statement of the situation within ten
working days from the date of receipt of the notice, and make suggestions on possible
solutions and give feedback on the results. .

Article 21 Performance management agencies shall implement special performance
management in conjunction with performance management related departments of
matters of major economic and social impacts on the region, affecting public interests
and people’s livelihood, or requiring large financial investment.

Chapter IV Annual Performance Evaluation

Article 22 The performance management agencies of the city and subordinate
districts/counties (cities) shall take charge of organizing the annual performance
evaluation in accordance with the performance evaluation system and the annual
performance evaluation work plan.
The performance evaluation may be conducted in terms of objective assessment, social
evaluation, leadership review, and special evaluation.

Article 23 The performance responsible units shall prepare an annual performance
self-evaluation report against the annual performance objectives and report it to the
performance management agencies in accordance with regulations. The annual

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performance self- evaluation report shall explain the degree of achievement of the
annual performance objectives, the unaccomplished objectives and the causes,
improvement measures and plans.

Article 24 The performance management agencies shall organize the performance
management related departments to assess the annual performance objectives of the
performance responsible units. Objective assessment is conducted following the
procedure of performance responsible units submitting performance self-assessment
reports, the assessment of special work responsible units, the examination of and the
feedback on assessments by performance management agencies, and second review and
approval.
Performance management related departments take charge of formulating performance
evaluation indicators and methods for relevant matter in their fields, and provide to
performance management agencies with various information related to performance
management within their scope of responsibility.
Performance management agencies may entrust third-party agencies such as special
agencies for performance evaluation, universities, research institutes, or social
intermediaries to conduct specialized evaluation of some performance objectives.

Article 25 Performance management agencies shall inform the performance
responsible units of their performance objectives assessment results and their right to
apply for a review.
If the performance responsible units have a second opinion, they may apply to the
performance management agencies for review within three working days from the date
of receipt. After receiving the application, performance management agencies shall
review the results and make decisions within ten working days.

Article 26 Performance management agencies shall organize the public to give
satisfaction evaluation of and offer opinions on the overall work situation of the
performance responsible units through questionnaires and other means.
For the key tasks identified in the annual work plan of the government, the performance
management agencies may organize stakeholders to conduct special social evaluations
as needed.
Performance management agencies shall establish a feedback mechanism for public
opinions on evaluation.

Article 27 Performance management agencies shall organizes the leaders of the city,
and the subordinate districts and counties (cities) to give satisfaction evaluation of the
overall work of the performance responsible units at their levels.

Article 28 Performance management agencies shall organize experts and third-party
institutions to conduct special evaluations of special projects and the projects striving
for innovation and excellence submitted by the performance responsible units.

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Special evaluations are carried out in accordance with the procedure where the
performance responsible agencies lodge the application, the performance management
agencies conduct the review and third-party institutions give the evaluation.

Article 29 Performance management agencies shall summarize the results of
objective assessment, social evaluation, leadership review, and special evaluation to
form the results of performance evaluation.
Performance management agencies shall report the performance evaluation results to
the performance management committee for approval.

Article 30 Performance management agencies shall inform the performance
responsible units of the performance evaluation results approved by the performance
management committee and disclose it to the public in accordance with relevant
regulations.

Chapter V Application of Results

Article 31 Performance responsible units shall analyze the problems reflected in the
performance evaluation and the opinions of the social evaluation, and formulate and
implement the rectification measures.
Performance management agencies shall supervise and inspect the rectification of the
performance responsible units, disclose the progress of the key rectification objectives
to the public in a uniform way, and accept public supervision.

Article 32 The results of performance evaluation serve as an important basis for
policy adjustment, budget management, public sector reform, reward and punishment,
and promotion, demotion and appointment and removal of officials.

Article 33 Units that pass performance evaluation shall be rewarded in accordance
with relevant regulations.

Article 34 Units that fail to pass the performance evaluation shall be punished by a
circular notice of criticism, and those taking direct charge and others held directly
accountable shall be disqualified for the selection of the excellent and advanced for the
year and the next year.
Units that fail to pass the results of the performance evaluation for two consecutive
years are subject to the punishment as said above, and those taking charge and others
held directly accountable shall not be promoted within one year.
Units that fail to pass the performance evaluation results for more than three
consecutive years are subject to both punishments as said above, and those taking
charge and others held directly accountable shall be removed from the post, demoted
or dismissed.

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Chapter VI Performance Accountability

Article 35 In any of the following circumstances, the performance management
agencies shall deduct the points in the performance evaluation; if the circumstances are
serious, a circular notice of criticism apply; if the circumstances are especially serious,
the results of the performance evaluation shall be directly determined as fail:
(1) Performance management self-evaluation is seriously inaccurate;
(2) Refuse to submit an annual performance self-a evaluation report in accordance with
regulations without justified reasons;
(3) Fail to disclose performance information to the public according to law, or concea
facts and provide false performance information;
(4) Obstruct the performance management agencies to perform performance
management duties according to law, or refuse to provide performance information
such as relevant materials and data in accordance with regulations.

Article 36 Anyone who violates the Regulation in any of the following circumstances
shall be ordered to make corrections by the competent authority or the supervisory
agency, and those taking direct charge and others held directly accountable shall be
punished according to the administrative jurisdiction and the law; if the circumstances
are relatively minor, a circular notice of criticism, admonishment or suspension from
work may apply; if the circumstances are minor and those held accountable correct
their behavior after being educated, then they may be exempted from punishment:
(1) Fail to complete the tasks assigned by the higher authorities without justified reasons;
(2) Incorrectly implement the decisions and plans made by the higher authorities in
accordance with the law so as to affect the overall work plan;
(3) The work efficiency is so low and the service quality is so poor that the public voices
strong dissatisfaction;
(4) Dereliction of duty, causing losses to the legitimate interests of the public, citizens,
legal persons and other organizations;
(5) Major decision-making mistakes.

Article 37 If any performance management worker has any of the following
circumstances, the competent authority or the supervisory agency shall, according to
their administrative jurisdiction, punish them according to law; if the circumstances are
relatively minor, a circular notice of criticism, admonishment or suspension from work
may apply; if the circumstances are minor and those held accountable correct their
behavior after being educated, then they may be exempted from punishment:
(1) In the organization and implementation of performance management work, the work
efficiency is so low that the progress of the performance management work is severely
affected;;
(2) Fail to accept appeals or complaints concerning performance management and cause
adverse effects;
(3) Engage in malpractice or abuse of power in performance management;

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(4) Leak the secrets of performance management work;
(5) Other misconduct or acts of dereliction of duty.

Article 38 If the circumstances stipulated in this Chapter are otherwise stipulated by
laws and administrative regulations, the provisions of the laws and administrative
regulations shall prevail.

Chapter VII Supplementary Provision

Article 39 The performance management of institutions and organizations other than
those said in the first item of Article 2 of the Regulation and managing their staff in
accordance with the Law on Civil Servant Workers of the People’s Republic of China
shall be conducted in reference to the Regulation.
Article 40 The Regulation becomes effective as of January 1, 2016.

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《杭州市绩效管理条例》

杭州市第十二届人民代表大会常务委员会公告

第 57 号
2015 年 8 月 27 日杭州市第十二届人民代表大会常务委员会第三十次会议审
议通过的《杭州市绩效管理条例》,已经 2015 年 9 月 25 日浙江省第十二届人
民代表大会常务委员会第二十三次会议批准,现予公布,自 2016 年 1 月 1 日起
施行。
杭州市人民代表大会常务委员会
2015 年 10 月 14 日

浙江省人民代表大会常务委员会
关于批准《杭州市绩效管理条例》的决定

(2015 年 9 月 25 日浙江省第十二届人民代表大会
常务委员会第二十三次会议通过)

根据《中华人民共和国立法法》第七十二条第二款规定,浙江省第十二届
人民代表大会常务委员会第二十三次会议对杭州市第十二届人民代表大会常务
委员会第三十次会议审议通过的《杭州市绩效管理条例》进行了审议,现决定
予以批准,由杭州市人民代表大会常务委员会公布施行。

杭州市绩效管理条例

(2015 年 8 月 27 日杭州市第十二届人民代表大会常务委员会第三十次会议
通过
2015 年 9 月 25 日浙江省第十二届人民代表大会常务委员会第二十三次会议
批准)

目 录
第一章 总 则
第二章 绩效管理规划和年度绩效目标
第三章 过程管理
第四章 年度绩效评估
第五章 结果运用
第六章 绩效问责
第七章 附 则

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第一章 总则
第一条 为了改进公共管理,提高公共服务水平,推进治理现代化,根据
有关法律法规,结合本市实际,制定本条例。
第二条 市人民政府各部门,区、县(市)人民政府及其各部门和乡
(镇)人民政府、街道办事处履行职责时的绩效管理,适用本条例。
法律法规授权的具有公共事务管理职能的组织、国家行政机关依法委托从
事公共事务管理活动的组织履行公共管理职责时的绩效管理,以及提供社会公
共服务的企业履行公共服务职责时的绩效管理按照本条例执行。
本条例所称绩效管理,是指根据本行政区域的发展目标和绩效责任单位履
行的职责设定绩效目标,实施日常监控,并对目标的完成情况和实际效果进行
综合考核评价,以达到绩效不断提升的全过程管理。
本条例所称绩效责任单位,是指依据本条例的规定实行绩效管理的单位。
第三条 绩效管理应当坚持科学规范、公开公正,公众参与、协同推进,
注重实绩、奖优罚劣,持续改进、提能增效的原则。
第四条 市和区、县(市)绩效管理委员会统一领导本行政区域内的绩效
管理工作,履行下列职责:
(一)统筹协调绩效管理工作;
(二)批准本级绩效管理总体规划、绩效评估制度和年度绩效评估工作方
案;
(三)批准绩效评估结果;
(四)审议、决定有关绩效管理的其他重要事项。
第五条 市和区、县(市)绩效管理机构具体负责本行政区域内的绩效管
理有关工作,履行下列职责:
(一)拟定本级绩效管理总体规划、绩效评估制度和年度绩效评估工作方
案,经批准后组织实施;
(二)批准绩效责任单位的绩效管理规划,审核和调整绩效责任单位的年
度绩效目标,依法规范、协调各类考核事项;
(三)负责绩效管理的日常工作,对绩效责任单位的绩效管理工作进行指
导、管理和监督;
(四)协调相关部门共同推进绩效管理工作;
(五)制定绩效管理规划、年度绩效目标、绩效自评报告的范本;
(六)和绩效管理相关的其他具体工作事项。
区、县(市)绩效管理机构在业务上接受市绩效管理机构的指导。
第六条 机构编制、发展和改革、监察、财政、人力资源和社会保障、审
计、统计、政府法制等部门(以下统称绩效管理相关部门)按照各自职责,依
法做好绩效管理工作。
第七条 市和区、县(市)人民代表大会常务委员会每年上半年听取本级
人民政府各部门上年度绩效管理工作情况的报告。
第八条 绩效管理机构履行职责所必需的经费列入本级财政预算。
第九条 绩效管理机构应当整合相关信息资源,建立绩效管理信息化系
统,实现绩效信息的动态跟踪、全程管理、共享利用。

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第二章 绩效管理规划和年度绩效目标
第十条 绩效责任单位应当根据本地区(行业)经济社会发展规划和本单
位工作职责编制绩效管理规划,绩效管理规划期限为五年。绩效管理规划应当
报绩效管理机构批准。
经批准的绩效管理规划是绩效责任单位制定年度绩效目标和绩效管理机构
实施监督管理的基本依据。
第十一条 绩效管理规划应当包括以下主要内容:
(一)本单位主要职责和承担的工作任务概述;
(二)履行主要职责和完成工作任务的总目标和主要指标;
(三)影响目标和工作任务的关键因素分析;
(四)完成目标和工作任务的方法、措施;
(五)和绩效管理有关的其他重大事项。
第十二条 绩效责任单位应当根据绩效管理规划和年度重点工作计划制定
年度绩效目标。
年度绩效目标应当包括以下内容:
(一)制定依据和外部因素分析;
(二)具体目标及其考核或者评估标准;
(三)措施和进度;
(四)财政资金需求;
(五)其他有关事项。
第十三条 绩效责任单位编制绩效管理规划、制定年度绩效目标,涉及经
济社会发展的重大事项或者专业性较强的事项的,应当事先组织必要性和可行
性论证。
第十四条 绩效责任单位应当按照规定将年度绩效目标报绩效管理机构审
核。
绩效管理机构认为年度绩效目标有不符合本行政区域的经济社会发展规划
或者绩效责任单位职责情形的,应当向其反馈意见并进行协商,由绩效责任单
位进行修改。
年度绩效目标经审核确定后,由绩效管理机构向社会公布。
第十五条 因本行政区域内重大政策调整、机构调整或者不可抗力因素的
影响,需要调整年度绩效目标的,有关单位应当将调整内容在规定时限内报绩
效管理机构审核。
需要调整的内容涉及政府全体会议、政府常务会议审议确定的重点工作目
标的,有关单位应当将调整内容报市人民政府或者区、县(市)人民政府批
准。
新的重点工作任务需要纳入绩效管理的,绩效管理机构可以调整有关单位
的年度绩效目标。
第十六条 绩效责任单位在编制绩效管理规划、制定和调整年度绩效目标
时,应当向社会公众公开征求意见。
绩效管理机构在审核绩效责任单位的年度绩效目标时,应当听取社会公众
意见。

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第三章 过程管理
第十七条 绩效责任单位应当按照经审核确定的年度绩效目标实施绩效管
理,定期分析影响绩效目标实现的制约因素并采取措施,建立和完善内部责任
体系和奖惩机制,推进年度绩效目标的实现。
绩效责任单位应当按照要求向绩效管理机构报送反映其年度绩效目标进展
情况、存在问题等方面的绩效信息,并对所提供的绩效信息的真实性、合法
性、有效性和完整性负责。
年度绩效目标进展情况应当向社会公开并接受监督。
第十八条 绩效管理机构应当建立绩效监测工作制度,对绩效责任单位的
年度绩效目标执行情况进行监督检查、协调和评估,督促绩效责任单位加强效
能建设,提高办事效率和服务质量。
绩效管理相关部门应当按照各自职责,对年度绩效目标的执行实施监督,
并将监督情况通报同级绩效管理机构。
第十九条 绩效管理机构、绩效管理相关部门、绩效责任单位应当针对绩
效管理中的突出问题,系统分析,研究对策,改进工作,提升绩效管理水平,
必要时应当邀请有关专家、利害关系人参加。
第二十条 绩效管理机构应当将日常管理中发现的问题及时告知绩效责任
单位,绩效责任单位应当自收到告知单之日起十个工作日内做出情况说明,提
出处理意见,反馈处理结果。
第二十一条 绩效管理机构应当会同绩效管理相关部门对本地区经济社会
有重大影响、涉及公众利益、关系民生或者需要较大财政资金投入的事项实行
专项绩效管理。

第四章 年度绩效评估
第二十二条 市和区、县(市)绩效管理机构按照绩效评估制度和年度绩
效评估工作方案,负责组织年度绩效评估。
年度绩效评估可以从目标考核、社会评价、领导人员评价、特色评估等方
面实施。
第二十三条 绩效责任单位应当对照年度绩效目标,编制年度绩效自评报
告,按照规定报送绩效管理机构。年度绩效自评报告应当对年度绩效目标实现
程度,未完成目标及其原因,改进措施和计划等进行说明。
第二十四条 绩效管理机构每年度组织绩效管理相关部门对绩效责任单位
年度绩效目标进行考核。目标考核按照绩效责任单位提交绩效自评报告、专项
工作责任单位考核、绩效管理机构检查考核和反馈、复核审定等程序进行。
绩效管理相关部门负责制定本领域相关事项的绩效评估指标和评估办法,
向绩效管理机构提供职责范围内与绩效管理有关的各类信息。
绩效管理机构可以委托绩效评估专门机构、高等院校、科研院所、社会中
介组织等第三方机构对部分绩效目标开展专业测评。
第二十五条 绩效管理机构应当将绩效目标考核结果告知绩效责任单位,
并告知其申请复核的权利。
绩效责任单位有异议的,可以自收到之日起三个工作日内,向绩效管理机
构申请复核。绩效管理机构收到申请后,应当进行复核,并在十个工作日内作
出复核决定。

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第二十六条 绩效管理机构每年度组织社会公众对绩效责任单位的总体工
作情况通过问卷调查等方式进行满意度评价并征求意见。
对政府年度工作计划所确定的重点工作,绩效管理机构可以根据需要组织
利害关系人进行专项社会评价。
绩效管理机构应当建立公众评价意见反馈机制。
第二十七条 绩效管理机构每年度组织市和区、县(市)领导人员对本级
绩效责任单位的总体工作情况进行满意度评价。
第二十八条 绩效管理机构组织专家和第三方机构对绩效责任单位申报的
特色项目、创新项目和创优项目进行特色评估。
特色评估按照绩效责任单位申请、绩效管理机构审核、第三方评估等程序
进行。
第二十九条 绩效管理机构对目标考核、社会评价、领导人员考评、特色
评估等结果进行汇总,形成绩效评估结果。
绩效管理机构应当将绩效评估结果报请绩效管理委员会批准。
第三十条 绩效管理机构应当将经绩效管理委员会批准的绩效评估结果告
知绩效责任单位,并按照有关规定向社会公开。

第五章 结果运用
第三十一条 绩效责任单位应当对绩效评估中反映出的问题和社会评价意
见进行分析,制定和落实整改措施。
绩效管理机构应当对绩效责任单位整改情况进行监督检查,将重点整改目
标进展情况统一向社会公开,接受公众监督。
第三十二条 绩效评估结果作为政策调整、预算管理、编制管理、奖励惩
戒、领导人员职务升降任免等方面的重要依据。
第三十三条 对绩效评估结果合格以上的单位,按照有关规定进行奖励。
第三十四条 对绩效评估结果不合格的单位给予通报批评,对直接负责的
主管人员和其他直接责任人员,取消当年或者次年度评优评先资格。
对连续两年绩效评估结果不合格的单位,除按照第一款规定处理外,对直
接负责的主管人员和其他直接责任人员一年内不得晋升职务。
对连续三年以上绩效评估结果不合格的单位,除按照第一款、第二款规定
处理外,对直接负责的主管人员和其他直接责任人员予以调离岗位、降职、免
职、解聘或者辞退。

第六章 绩效问责
第三十五条 有下列情形之一的,由绩效管理机构在绩效评估中予以扣
分;情节严重的,并予以通报批评;情节特别严重的,绩效评估结果直接确定
为不合格:
(一)绩效管理自我评价严重失实的;
(二)无正当理由拒不按照规定提交年度绩效自评报告的;
(三)未依法公开绩效信息,或者隐瞒事实真相、提供虚假绩效信息的;
(四)阻挠绩效管理机构依法履行绩效管理职责,或者拒不按照规定提供
有关资料、数据等绩效信息的。

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第三十六条 违反本条例规定有下列情形之一的,由主管机关或者监察机
关责令改正,对直接负责的主管人员和其他直接责任人员,按照管理权限,依
法给予处分;情节较轻的,给予通报批评、告诫或者停职检查;情节轻微,经
批评教育后改正的,可以免予处分:
(一)无正当理由未能完成上级机关确定由其承担的工作任务的;
(二)不正确执行上级机关依法作出的决策和部署,影响整体工作部署
的;
(三)工作效率低下,服务质量差,公众反映强烈的;
(四)玩忽职守,造成公共利益、公民、法人和其他组织的合法权益遭受
损失的;
(五)重大决策失误的。
第三十七条 绩效管理工作人员有下列情形之一的,由主管机关或者监察
机关按照管理权限,依法给予处分;情节较轻的,给予通报批评、告诫或者停
职检查;情节轻微,经批评教育后改正的,可以免予处分:
(一)在组织实施绩效管理中,工作效率低下,严重影响绩效管理工作顺
利开展的;
(二)不按照规定办理绩效管理方面的申诉或者投诉,造成不良影响的;
(三)在绩效管理中徇私舞弊或者滥用职权的;
(四)泄露绩效管理工作秘密的;
(五)有其他渎职、失职行为的。
第三十八条 本章规定的情形,法律、行政法规另有规定的,从其规定。

第七章 附则
第三十九条 本条例第二条第一款以外的其他依照《中华人民共和国公务
员法》管理其工作人员的机构、组织,其绩效管理参照本条例执行。
第四十条 本条例自 2016 年 1 月 1 日起施行

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