“Extension and Application of Balanced Scorecards in the Leadership Assessment in China”

April – May  2010

 

 

1. Course of Survey:

April 15:

Morning: The municipal party committee and organization department of Hailin City reported general information on the application of the balanced scorecard in municipal government organs of the city; and departments such as Nanhai township, Family Planning Bureau and Health bureau. The reported experience thereof in application of the balanced scorecards.

Afternoon: Conducted site survey within the Educational Bureau, The Reform and Development Bureau, Agriculture Committee, Investment Inviting Bureau and Women’s Federation and all gave replies to the questions raised by the gender specialists. (See the Appendix for the specific questions)

2. Relevant Information from the Survey:

(1) Relevant Data on Women’s Political Participation/Social Participation: There are six female leaders within the four administrative groups (party committee, government, political consultative and people’s congress) of the municipal committee, and six to seven within various committees and offices. The proportion of female cadres in the total number of cadres is unknown. There are two female secretaries and one village chief out of 123 party branch secretaries of the village party committees, accounting for a mere 2.4%.

(2) Caring About the Cultivation of Female Cadres: The city has established special funds for the annual training of female cadres, and has paid attention to the proportion of the recommended reserve cadres.

(3) The city has adopted public selection and competitive employment in the recruitment of public servants, and females account for a considerable proportion of that number. No specific data is available.

 

3. Comments and Proposals: 

(1) Due to the fact that only the whole teams and not the individuals have been involved in application of the balanced scorecards, it remains unclear whether there is gender bias in performance assessment of the cadres during implementation of the balanced scorecards program. We had expected to learn about the relevant information on social gender of the city during the survey, but we were unable to carry out any further in-depth comparisons or analysis due to the lack of accumulation of gender data and the rough data supplied.

(2) The Reform and Development Committee, Agriculture Committee, Investment Inviting Bureau and Women’s Federation introduced numerous supporting work carried out in the cultivation of female cadres. Nevertheless, their understanding of “preferential policy” is only limited with consideration with the family burdens of female cadres. For example, they believe that it is imperative to assign as many business trips as possible for in-depth visits into the grassroots organizations for male cadres, while for female cadres need to do housework. Furthermore, they tend to arrange female cadres to do public service work, coordination or reception work because they still believe that the female cadres are more careful and patient in this type of work. However, such practices of regarding female cadres as the objects to be taken care of and protected will not only influence cultivation and training of the independency and sense of responsibility of the female cadres, but also strengthen the stereotyped impression that female cadres may cause issues and are incapable among their male peers.

 

We translated the file about Social Gender Survey and Review Report from English into Chinese.

 

 

“Extension and Application of Balanced Scorecards in the Leadership Assessment in China”

 

Apr. –May  2010

 

1、调研过程

4月15日：

上午：海林市委、组织部汇报海林市政府机关应用平衡计分卡的总体情况；南海乡、计生局、卫生局等部门汇报了应用平衡计分卡过程中的体会。

下午：在教育局进行了实地考察。发改局、农委、招商局、妇联对性别专家提出的问题做了汇报。（具体问题见附件）

2、调研中获得的有关信息

（1）关于女性参政/社会参与的相关数据：市委四大班子（党委、政府、政协、人大）女性领导有6人，各委办有6至7人；女干部在全体干部中所占比例不详；村委会党支部书记123人中，女书记2人，村长1人，占2.4%。

（2）关心女干部的培养。该市每年设有专门经费用于女干部培训；注意女性后备干部的推荐比例。

（3）在公务员录用工作中公开选拔，竞争上岗，女性占有相当的比例，但没有具体数据。

3、评价及建议

（1）由于平衡计分卡工作目前仅涉及到股室团队，还没有推及到个人，所以无法看到在执行平衡计分卡项目过程中，对干部的绩效评估是否存在性别差异。我们在调研中期望了解该市有关社会性别的相关信息，但是由于没有性别数据的积累，能够提供的数据也不具体，无法作更深入的对比分析。

（2）发改局、农委、招商局、妇联都介绍了对女干部培养方面做的大量的支持性工作。但是他们对“倾斜性政策”理解仅仅局限于照顾女干部的家庭负担，例如他们认为在安排深入基层出差工作任务时，应尽量分配男干部承担，因为女干部有家务负担。在工作中，认为女干部细心、耐心，因而倾向女干部做公共服务和协调接待等工作更加适合等等。这种将女干部视为受照顾和受保护对象的做法，不仅会影响女性干部独立性、责任感的培养与锻炼，也可能还会强化人们认为女干部麻烦多、能力低的刻板印象。

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