试论建立健全司法绩效考核制度

The Establishment of a Sound Performance Evaluation System in Judicial Organs

司法责任制和员额制实施后的绩效考核,其经济性增强,绩效奖酬注意向一线办案人员倾斜,呈现出一定程度的＂绩效中心＂特征,且重视量化指标、运用信息化方法,同时,考核方式仍为行政主导。绩效考核实施中,有＂绩效中心＂与＂岗位中心＂的矛盾,＂工作量标准＂与＂质量、效果标准＂的矛盾,贯彻司法责任制去行政化与业绩考核行政主导的矛盾,以及考核精细化与简便易行的矛盾。建立健全司法绩效考核制度,需注意借鉴域外经验,同时认识在中国司法制度模式及其建设方式的背景和约束条件之下,绩效考核仍是符合制度逻辑的必要管理手段。

After the implementation of judicial accountability and the specified post number system,changes appear in the performance evaluation of judicial personnel. The front-line personnel can get better remuneration. Quantitative indexes and IT-based ways of evaluation are more frequently applied in evaluation.Meanwhile,such evaluation is still conducted in an administrative mode. Certain conflicts still exist in the process of performance evaluation,including conflict between the performance-based standard and the post-based standard; conflict between the workload-based standard and the standard based on quality and social effect; conflict between the de-administrative demand of judicial work and the administrative mode of performance evaluation; and conflict between a detailed index system for evaluation and a simple and convenient way of evaluation. To improve the present performance evaluation system,we need to learn from foreign experience,and keep it in mind that in the Chinese judicial system,performance evaluation is still an effective way of management. Our performance evaluation should attach equal importance to post and performance,and greater significance should be attached to the quality and social effect of judicial work. The administrative mode of performance evaluation should be further diversified. The indexes of evaluation should be reasonably designed and the way of evaluation should be simple and convenient. The result of evaluation should not be reflected only by remuneration,the honor and pride of a judicial post should also be considered.