It refers to evaluating and recording the job performance, abilities and attitudes of members towards an organization. It has been adopted in the United States as an important function of scientific personnel management in order to increase productivity and eliminate emotional personnel. Therefore, by applying it to various functions of personnel management (eg promotion, salary increase, rank reduction, salary reduction), it is possible to eliminate punishment and injustice in treatment, to select excellent personnel and to place them in the right places. ，It is said to be important in raising staff morale. In the current civil servant system, as long as there is a , job evaluation will be based on the National Civil Service Act (Article 72) or the Local Civil Service Act (Article 40) (April 1952). personal office). Rule 10-2> applied after it came into effect). Compared to pre-war personnel evaluations, this work rating aims to consider personnel only in the context of their duties, rather than attempting to evaluate an individual. Therefore, a distinction is made between and . Job performance means . Job performance is a broader concept that includes it and . The first is graded based on average criteria for doing the job. However, it is difficult to measure the work of officers with mathematical rigor. Moreover, since the latter is more internal and subjective, objective assessment will be even more difficult. In the United States, attempts have been made for many years to design a grading scale that most objectively evaluates job performance, but it has been stated that it is difficult to make it completely objective and the subjective assessment of the class student is difficult. a little confused. There is. In addition, if confidentiality is strong during the implementation process, a situation of suspicion arises between the evaluator and the evaluator, which tends to undermine morale. The job evaluation struggle that has arisen regarding teachers' job evaluation since about 1958 raises the issue that it is impossible to judge teachers' work with objective rationality.
→ Service struggle
In general, responsible for personnel management People will create their data so they can evaluate, evaluate and judge job performance for employees, staff and other jobs. This system, II. Adopted by civil servants in Japan after World War II and also where the "evaluation of job performance" is by law, periodic evaluation, special evaluation, etc. It is said to be. In 1957 - 1961 there was a campaign against job evaluation evaluation in the faculty. → Staff evaluation
→ See also Japan Teachers' Union