Study On Performance Appraisal System Of Grassroots Procuratorial Organs Under The Background Of Post System

The post system reform in procuratorial organs has been fully implemented,and the personnel in the procuratorial organs have been divided into three categories: prosecutors,procuratorial assistants and judicial administrators.The post system reform has brought new changes and posed different challenges,like adjustment of internal staff structure,redistribution of procuratorial powers and remuneration of procuratorial personnel.Under the background of such reforms,the current performance appraisal system of the procuratorial organs is no longer adapted to the current new situation and circumstances.How to construct a scientific performance appraisal system plays an important role in the development of the prosecutorial.This paper mainly focuses on four aspects of to conduct the research.The first part is to introduce the domestic and foreign research summary and performance appraisal theories;the second is to introduce the status quo of the performance appraisal system of S County Procuratorate from the aspects of appraisal subject,appraisal content,appraisal procedure and implementation,appraisal results and application;the third is to analyze the problems existing in the performance appraisal system,such as the assessment subject is relatively single,the post difference makes the appraisal comparison difficult,the key performance indicators are unclear,the lack of supporting programs for the assessment of leading cadres,the performance appraisal bonus distribution is unreasonable and performance appraisal lacks technical platform support;the fourth is to analyze the causes of these problems.Finally,this paper combines the experience and advanced practices of performance appraisal of domestic and foreign procuratorial organs to design the performance appraisal system of S County Procuratorate.The main research results are as follows: Firstly,designing performance appraisal indicator system;Secondly,designing performance appraisal information system;Thirdly,proposing safeguard measures for performance appraisal system implementation,such as diversified assessment subjects,improve the appraisal procedures,strengthen the use of results;smooth channels of communication and appeal.