世界卫生组织绩效管理制度改革与启示

一直以来，世界卫生组织将绩效管理作为完善管理体制、提升全球卫生治理能力的核心内容之一。为应对全球卫生新形势，世界卫生组织紧密围绕组织目标，以具体问题为导向，从绩效计划、管理绩效、绩效考核、奖励绩效等四个环节开展绩效管理改革，改革具有合理把控改革力度、坚持全员参与、注重沟通与反馈、强化过程管理等特点。我国公共部门应充分认识绩效管理的重要作用，融入现代治理理念，科学设定并适时调整绩效管理框架和路径，基于更加完备的信息系统，建立科学合理的绩效考核标准体系和奖惩机制。

Implications from the reform of the performance management in World Health Organization

The World Health Organization (WHO) has always taken the Performance Management as a core of perfecting the management mechanism and improving the global health governance capabilities. In response to the new situation of global health, WHO closely focused on organizational goals and specific issues. The performance management reforms are being carried out from four points including Performance Planning, Managing Performance, Performance Evaluation and Performance Rewarding. There are some characteristics of the reform that are being adhered to, such as controlling the intensity of reform reasonably, full participation of employees, focusing on communication and feedback, strengthening process management, etc. With fully understanding the important role of performance management and integrating modern governance concepts, Public sectors in China should scientifically set and timely adjust the frameworks and paths of performance management, and establish a scientific and reasonable performance evaluation standard system, as well as a reward and punishment mechanism based on a more complete information system.