| name | official-performance-evaluation-cycle |
| description | Use when evaluating official performance or deciding promotions and demotions. Implements a three-year cycle assessment over nine years, using documented achievements to determine advancement (陟) or removal (绌). |
Official Performance Evaluation Cycle
A three-year cyclical evaluation system for government officials with clear promotion and demotion criteria.
Overview
This system ensures merit-based governance through regular performance assessments conducted every three years, with final determination after three evaluation cycles (nine years total).
Steps
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Establish Clear Responsibilities
- Assign specific duties to each official
- Document expected outcomes and standards
- Define territorial or functional scope
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First Evaluation (Year 3)
- Review achievements against assigned duties
- Document successes and failures
- Issue preliminary assessment
-
Second Evaluation (Year 6)
- Compare progress since first evaluation
- Identify patterns of improvement or decline
- Provide feedback and warnings if needed
-
Third Evaluation (Year 9)
- Conduct comprehensive review
- Make final determination:
- Promote (陟): Those with consistent achievement
- Demote (绌): Those with consistent failure
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Implementation of Decisions
- Reassign positions based on evaluation results
- Document changes for transparency
- Announce decisions to relevant parties
Decision Points
- After each evaluation, determine if official shows improvement
- At third evaluation, decide promotion or demotion based on cumulative record
Expected Outcomes
- Merit-based governance
- Motivated official corps
- Efficient administration
- Public trust in government
Validation
- Confirm each official has documented duties and measurable standards before the first evaluation cycle begins
- Verify that cumulative records from all three evaluation periods are compared before final promotion or demotion decisions
- Check that decisions are publicly announced and documented for transparency
