检察机关人员分类管理的问题、矛盾与应对

Problems,Contradiction and Countermeasures of the Classification Management of the Procuratorial Personnel

检察官员额制及人员分类管理改革平稳运行并取得成效,但运行中也暴露出一些问题。如办案一线检察官员额配置不足,部分入额检察官事业心欠缺,年青检察人员对前景不乐观,后备人才储备不足等。深层原因是分类管理中遇到的多重矛盾,根本上是因改革的司法逻辑与行政逻辑的冲突。完善分类管理,需正视现实,关注未来,协调司法逻辑与行政逻辑,注重补短板、强配套。可试行分类招录、分别培养制度,采取灵活多元的人才引进方式,调整完善逐级遴选制度及领导干部员额资源配置方式,从而完善员额遴选制度;采取改善价值导向,健全动态管理和业绩考核并加强交流等措施,完善员额管理制度;研究实行候补、见习检察官制度;进一步完善司法行政和辅助人员管理制度。

The reform of the procurator’s quota system and personnel classification management has been running smoothly and achieved great results,but some problems have also been exposed during the operation.For example,the quota of front-line procurators in case handling is insufficient,some registered procurators lack professionalism,younger procurators are not optimistic about the future,and the reserve talent pool is insufficient.The deeply seated reason is that multiple contradictions are encountered in the classified management,which is fundamentally due to the conflict between the judicial logic and the administrative logic of the reform.To improve classified management,it is necessary to face up to reality,focus on the future,coordinate judicial logic and administrative logic,and focus on making up for shortcomings and strengthening supporting facilities.To improve the quota selection system,we can pilot classified recruitment and training,adopt flexible and diversified talent introduction methods,adjust and improve the step-by-step selection system and the resource allocation method of leading cadres and posts.We can also improve the value orientation,the dynamic management and the performance appraisal,as well as strengthen communication and other measures.We can study and implement the system of alternate and probationary procurators to further improve the judicial administration and auxiliary personnel management system.