Study On The Optimization Of Judge’s Performance Appraisal System In H District Court

Since the 1990 s,the Supreme People’s Court has successively issued the "Five-Year Reform Outline",requiring people’s courts at all levels to take the performance appraisal of judges as an important work to strengthen court management and as an important basis for selecting and appointing judges.In recent years,the people’s courts at all levels in Shandong Province,in accordance with the requirements of the "Five-Year Reform Outline" and in light of their own actual work,have successively formulated performance appraisal methods,deepened the comprehensive and supporting reform of the judicial system,and strengthened their own team building and judicial capacity building.The H District Court officially launched the performance appraisal of judges in 2019,which has been implemented for three years and achieved certain results,but it still faces new challenges.This paper aims to make the performance appraisal system of judges of H District Court more in line with the actual work of H District Court,give full play to the role of performance appraisal in the management,incentive and restraint of judges,so as to improve the comprehensive quality of judges,improve the quality and efficiency of trials,and effectively protect the interests of the people.This paper takes the optimization of the performance appraisal system of judges in H District Court as the research topic.By referring to a large number of relevant literatures,this paper understands the research status quo of the performance appraisal system of judges in H District Court at home and abroad,and comprehensively reviews the status quo of the performance appraisal system of judges in H District Court from the perspectives of the principle,subject,index setting,appraisal procedure and application of results.Through the questionnaire survey of judges and judge assistants of H District Court,it is found that the performance appraisal system of H District Court judges currently has four problems:incomplete assessment subject setting,unscientific indicator setting,simple assessment program design,and insufficient use of assessment results.The causes are analyzed from four aspects: administration of management system,lack of assessment professionalism,inadequate assessment understanding and imperfect assessment supporting measures.On the basis of adhering to the principle of "putting people first and highlighting trial performance",combined with the nature of the work of the court,the KPI key performance indicator method is adopted to clarify the key indicators of judge performance assessment,and the weight of each indicator is optimized by AHP.Meanwhile,the current performance assessment system is optimized from the aspects of assessment subjects,assessment procedures and application of assessment results.The guarantee measures are provided from three aspects: organizational guarantee,system guarantee and personnel guarantee,so as to promote the smooth implementation of the optimized design of the judge performance appraisal system and achieve the expected results.This paper fully draws on the relevant theories of performance appraisal,and combines with the actual situation of H District court to optimize the current judge performance appraisal system of H District Court,making it more feasible and more in line with the trial operation law of basic courts.It provides reference for improving the human resource management level of H District Court,mobilizing the work enthusiasm of H District Court judges,and alleviating the contradiction of "person-case ratio",and has certain reference significance for optimizing the performance appraisal work of judges in basic courts facing the same dilemma as H District Court.