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从司法管理的逻辑出发,绩效考评运用于司法组织管理能够从理论上证成,至于绩效考评与司法理念之间可能存在的紧张与冲突可以通过相应的技术设置予以化解。囿于司法活动的固有规律和绩效考评的内在特质,绩效考评在司法管理中不仅存在功能上的局限,也有适用上的限度。绩效考评在中国司法组织中的兴起有其独特的制度逻辑。我国应积极转变绩效考评的运用思路:一是调整考评的对象范围;二是更新绩效指标设计的总体思路;三是改革考评方式。
From the logic of judicial management, the application of performance appraisal to the management of judicial organizations can be theoretically proven. As for the possible tensions and conflicts between performance appraisal and judicial concepts, the corresponding technical settings can be used to resolve the problems. Due to the inherent laws of judicial activities and the inherent characteristics of performance appraisal, performance appraisal has not only functional limitations but also applicable limits in judicial administration. The rise of performance appraisal in Chinese judiciary has its own unique system logic. China should actively change the application of performance appraisal ideas: First, adjust the scope of the object of evaluation; second, update the overall idea of performance indicators design; third, reform the evaluation method.