绩效考评与司法管理  

Performance Appraisal and Justice Administration

作　　者：郭松[1] 

机构地区：[1]四川大学法学院,成都610064

出　　处：《江苏行政学院学报》2013年第4期123-130,共8页The Journal of Jiangsu Administration Institute

基　　金：四川大学中央高校基本科研业务费研究专项项目"警察证据收集行为实证研究--基于正当性与有效性的双重考察"的阶段性成果;四川大学"985工程"社会矛盾与社会管理研究创新基地的资助

摘　　要：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 justice administration, performance appraisal for judicial organization and administration has been theoretically justified. The tension and conflicts between performance appraisal and judicial philosophy can be re- solved by means of technical arrangement. Limited by the inherent law of judicial activities and intrinsic qualities of per- formance appraisal, such performance appraisal in China＇s justice administration not only has functional limitations, but al- so limitation in application. The rise of performance appraisal in China＇s judicial organization has its own unique system log- ic. China should actively change the philosophy of performance appraisal： first readjust the subject range of appraisal ; sec- ond, upgrade the overall guideline for designing appraisal indices; third, reform appraisal methods.

关 键 词：绩效考评 司法管理 司法逻辑 司法管理逻辑 

分 类 号：D916.1[政治法律—法学]