对用人单位绩效考核司法审查之正当性与路径

The Legitimacy and Path of Judicial Intervention in the Performance Appraisal of Employers

在司法实践中,因绩效考核导致的劳资纠纷数量十分庞大,严重影响和谐劳动关系的构建。“指导案例183号”为该类纠纷的解决提供了实践参照,但也引发了一系列问题。诸如,对用人单位绩效考核进行司法审查的正当性何在?审查限度如何确定?如何构建具体的审查规则?基于实现“绩效法治”、避免“绩效侵害”、促进“绩效分配正义”以及消弭“绩效纠纷”等四个目标之须要,裁判机构对用人单位绩效考核进行司法审查具有充分的正当性。在具体审查路径方面,裁判者应当遵循“实质与形式审查并重,合理性审作为合法性审查之补充”的原则,并从考核规则的制定、考核规则的内容及规则的执行过程三个方面依次展开审查。如此,既能保障绩效考核良性运行,又不至于造成司法过度之窘境。

In judicial practice,the number of labor disputes caused by performance appraisal is very large,which seriously affects the construction of harmonious labor relations."Guiding Case No.183"provides a practical reference for the resolution of such disputes,but also raises a series of problems.For example,what is the legitimacy of judicial review of the performance appraisal of employers?How are the review limits determined?How to construct specific censorship rules?Based on the four goals of realizing the"rule of law for performance",avoiding"performance infringement",promoting"performance distribution justice"and eliminating"performance disputes",the judicial review of the performance appraisal of the employer by the referee institution is fully justified.In terms of specific review paths,referees should follow the principle of"emphasizing both substance and formality review,and rationality review is a supplement of legitimacy review",and conduct reviews in turn from three aspects:the formulation of the assessment rules,the content of the assessment rules,and the process of implementing the rules.In this way,the benign operation of performance appraisal can be ensured without causing the dilemma of judicial overreach.