Research On The Problems And Countermeasures Of The Performance Evaluation Of Police Officers In The Political And Legal Authorities Of S County Procuratorate

As judicial reform continues to progress,procuratorial officers are beginning to be distinguished from ordinary civil servants,and procuratorial powers are gradually being differentiated from administrative routes.This paper will take the S County Procuratorate as the object of study and examine how to make the performance appraisal of procuratorial agencies cover operational,comprehensive and contribution appraisals to enhance team motivation and work effectiveness.This paper takes the performance appraisal of the procuratorate as an entry point and,through case studies and interview research,examines and analyses the concepts and theories related to the performance appraisal of procuratorates and procuratorial cadres,and clarifies the professional differences and performance appraisal differences between the political and legal cadres of procuratorial cadres and ordinary civil servants.In-depth study of the overall situation of the S County Procuratorate and analysis of the performance appraisal carried out for procuratorial cadres on the political and legal staff.The specific problems such as incomplete evaluation of current performance appraisal indicators,inability to deliver on performance appraisal rewards and punishments,deviation of major indicators from the main responsibilities and duties,and imbalance between short-term and long-term goals were pointed out.Through the interview survey method,the opinions and suggestions of management,middle-level and ordinary cadres on performance appraisal were collected,and the analysis concluded that the current performance appraisal programme had the above problems because of the lack of planning of the organisational vision,the It also proposes countermeasures to improve performance appraisal,including taking the balanced scorecard and key performance indicator theory as the core,optimising the theoretical system of performance appraisal,improving performance appraisal indicators from four dimensions: learning and development,internal processes,external evaluation and superior appraisal,sorting out key performance appraisal behaviours and key subjects,set up targeted performance appraisal score calculation modes,increase stage appraisals,improve performance appraisal subjects and further strengthen the application of performance appraisal results.In view of the professional characteristics of the personnel classification reform,different rewards are used to cash in on administrative staff,prosecutors and assistants,judicial police officers and technicians,and the results of performance appraisal are applied to the promotion of legal positions,salary promotion and upgrading,year-end appraisal of civil servants,merit,promotion of police ranks and job promotion.China’s judicial reform is still underway,and the procuratorial performance appraisal system that accompanies the reform of post-based prosecutors and the categorisation and management of procuratorial personnel has gradually improved the top-level planning of performance appraisal for procuratorial agencies,and the grassroots procuratorates need to further refine their appraisal schemes in conjunction with the actual units when carrying out performance appraisal.Based on practice,this paper uses the professional theory of performance appraisal to try to solve the problems revealed,gradually making the appraisal index more comprehensive,the appraisal method more flexible and the appraisal subject more impartial,promoting the long-term development of the procuratorial organs and continuously improving judicial credibility.