Research On Classification Management Reform Of Grassroots Courts Under The Background Of Judicial Reform

In recent years,with the continuous advancement of judicial system reforms,the personnel structure of courts has undergone substantial adjustments.The professionalization of judges has become a development trend,and traditional court management methods can no longer meet the requirements of judicial fairness and efficiency.To change this status quo,it is necessary to carry out personnel classification management reform.The Supreme People’s Court issued the “Opinions on Deepening the Comprehensive Reform of the Judicial System of the People’s Courts—The Fifth Five-Year Reform Outline of the People’s Courts(2019-2023)”(hereinafter referred to as the “Fifth Reform Outline”),the first of the reform outlines It is clearly proposed to study and formulate a classification management mechanism for court personnel with Chinese characteristics that is in line with my country’s reality,and at the same time improve the personnel occupational security system,promote the standardization and professionalization of the team in the national court system,so as to achieve a clear division of labor and professional protection in place the goal.In accordance with the arrangement and deployment of the central and higher courts,local courts have actively carried out the reform of personnel classification management.According to the job characteristics,occupational nature and development prospects of different personnel,the court personnel are specifically divided into post judges,trial auxiliary personnel and judicial administrative personnel.Through the different management of various types of personnel,in order to achieve the goal of optimizing personnel allocation and scientific and reasonable management.This article takes the reform of the T district court as an example to study the reform of the classification management of the personnel of the grassroots courts,analyze the problems that exist after the reform,and then propose detailed countermeasures and methods to solve the problems.This article mainly discusses from four parts.The first chapter briefly introduces the related concepts and theoretical basis of the court personnel classification management reform.The second chapter introduces the requirements of my country’s judicial reform,the overall situation of the classification management of court personnel,and the specific implementation methods.By comparing the situation of the courts before and after the classification management reform,it highlights the importance of the court’s reform of the classification management of personnel.Chapter 3 is based on the post-reformation of the T District Court’s increased pressure on judges in handling cases,difficulty in mobilizing the enthusiasm of trial support staff,insufficient allocation of judicial administrative staff,and difficulty in diversion of court personnel and adjustment of posts.The reasons for these problems include the inadequate job security of post judges,and the relative weakening of the rights and responsibilities of trial assistants.The fourth chapter mainly analyzes the personnel management models of Germany,Britain and Foshan Intermediate Court,and draws lessons from its advanced management experience.Aiming at the problems of the basic courts after the reform,it puts forward perfect countermeasures,that is,judges.The system should be de-administrative,the professional security of judges should be strengthened,and the posts of judges need to be dynamically managed,etc.,to give full play to the role of personnel classification management,and strive to let the people fully feel the judicial convenience brought by the reform of personnel classification management.