审判绩效考核的困境、缘由与脱困路径

The Dilemma, Reason, and Way out of Trial Performance Appraisal

审判绩效考核是各级人民法院开展人事管理、审判管理的重要手段。最高人民法院考虑到各地法院审判执行工作实际差异较大,暂未制定统一的绩效考核指标来要求下级法院执行。实践中,由于对这项工作认识不同,各地法院的审判绩效考核水平参差不齐,部分指标对审判工作产生的负面影响已经初步显现。随着司法改革的不断推进,审判绩效考核在法院工作中的重要性进一步凸显。本文针对当前审判绩效考核工作中存在的一些问题,立足审判绩效考核制度设计本身的功能定位和价值取向,深入分析产生问题的原因,提出以开展法官工作量测量等一系列具体措施来解决当前审判绩效考核工作中存在的问题。

Trial performance appraisal is an important means for People’s Court at all levels to carry out personnel management and trial management. The Supreme People’s Court has not yet formulated a unified performance appraisal index to require lower courts to implement it, taking into account the fact that the trials and executions of local courts are quite different. In practice, due to different understandings of this work, the trial performance appraisal of local courts varies from place to place, and the negative impact of some indicators on trial work has begun to appear. With the continuous advancement of judicial reform, the importance of trial performance appraisal in the work of the court is further highlighted. In view ofsome problems in current trial performance appraisal, this paper, based on the function orientation and value orientation of the design of the trial performance appraisal system, analyzed the causes of the problems, and proposed a series of specific measures to solve the problems in current trial performance appraisal by conducting workload measurement of judges.