基层检察人员分类管理模式下绩效考评研究

发布时间：2018-01-17 22:32

本文关键词：基层检察人员分类管理模式下绩效考评研究　出处：《江苏师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：在新一轮司法改革中,落实员额制,全面推动检察人员分类管理改革成为热点和难点。这种管理模式的改革表明司法系统人力资源管理正向专业化、精细化和职业化方向转变。检察人员分类管理改革必然引发对旧的绩效考评体系的革新,并形成与分类管理模式相配套的新的绩效考评体系。但是,当下的检察人员分类改革步伐进展较快,原有的检察人员绩效考评方法与当下正在进行的检察人员分类管理改革的态势不相吻合,需要制定适应检察人员分类管理需要的新的绩效考评体系。检察人员分类管理改革的主要利害关系人是各类检察人员,需要客观的反映检察人员的真实想法,特别是基层检察人员的想法。调查显示,基层检察人员对分类管理模式下绩效考评各有期待:一是期望绩效考评更具有针对性,能够很好地平衡三类主体间的现实利益关系;二是希望绩效考评的结果能够成为职业发展的依据,特别是检察辅助人员和司法行政人员希望绩效考评的结果能够有利于他们未来自身职业的发展。构建基层检察人员分类管理模式下的绩效考评体系,可运用定性与定量相结合的方法,根据员额制检察官、检察辅助人员、司法行政人员的职务需要,设置不同权重的考评指标。调查发现,在二级考评指标中,三类检察人员的工作能力、工作业绩、职业素养是公认的应该被考评的要素。在三级考评指标中,检察官的拒礼拒贿情况权重最高;检察辅助人员的遵守业务规范与工作效率两项权重较高;司法行政人员的遵守业务规范、团队协作与出勤率权重较高。这种充分反映基层检察人员意愿并依据岗位职能素养设置不同权重的绩效考评指标体系有利于在实践中推行和推广。
[Abstract]:In the new round of judicial reform, the implementation of post system, the overall promotion of procuratorial personnel classification management reform has become a hot and difficult point. The reform of this management model shows that the judicial system human resources management is professional. The reform of classified management of procuratorial personnel will inevitably lead to the innovation of the old performance appraisal system and form a new performance appraisal system matching with the classified management model. The current pace of procuratorial personnel classification reform progress faster, the original performance evaluation method of procuratorial personnel is not consistent with the current situation of the reform of classified management of procuratorial personnel. It is necessary to establish a new performance appraisal system to meet the needs of classified management of procuratorial personnel. The main interested parties in the reform of classified management of procuratorial personnel are all kinds of procuratorial personnel, and need to objectively reflect the real ideas of procuratorial personnel. In particular, the idea of grass-roots procuratorial personnel. The investigation shows that grass-roots procuratorial personnel have different expectations for performance evaluation under the classified management mode: first, expected performance evaluation is more targeted. It can balance the realistic interest relationship between the three kinds of subjects; Second, it is hoped that the results of performance appraisal can become the basis of career development. In particular, procuratorial assistants and judicial administrators hope that the results of performance evaluation can be conducive to their future career development. Qualitative and quantitative methods can be used according to the post system of prosecutors procuratorial support staff judicial administrators to set up different weights of evaluation indicators. The investigation found that in the secondary evaluation indicators. Three kinds of procuratorial personnel's work ability, work achievement and professional accomplishment are recognized as the elements that should be evaluated. Among the three evaluation indexes, the prosecutors' rejection of gifts and bribes is the most important; The procuratorial assistant personnel obeys the professional standard and the work efficiency two items weight is higher; The administration of justice personnel abide by the operational norms. The performance evaluation index system, which fully reflects the willingness of grass-roots procuratorial personnel and sets different weights according to the functional accomplishment of the post, is conducive to carrying out and popularizing in practice.
【学位授予单位】：江苏师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D926.32

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