法官绩效考核制度的非司法化困境及其调试

法制与社会发展[ISSN:1006-6128/CN:22-1243/D] 卷: 期数: 2022年03期页码: 85-104 栏目: 司法文明研究出版日期: 2022-05-10

作者:: 杨铜铜

关键词:: 法官绩效考核制度; 非司法化; 法官能力; 指标设置; 司法责任制

Keywords:: Judges Performance Appraisal System; Non-Judicialization; Judges Ability; Index Setting; Judicial Responsibility System

摘要:: 法官绩效考核的本质是对法官审判行为的管理，而审判管理的关键在于其与司法规律的契合度。当前各地法官绩效考核制度存在诸多违背司法规律的现象，呈现出“非司法化”的样态，表现为功能定位的工具主义倾向，指标设置的扩张化与非科学性，以及实施机制的规范性缺失等问题。在功能定位上，法官绩效考核制度的设置应遵循司法规律，以提升法官能力为核心功能，兼顾优化司法管理功能。在指标设置上，其应秉持司法管理服务于司法审判的理念，以法官审判工作实绩为核心考核内容，通过多元化指标设置与分类分级的方法，客观呈现法官的司法裁判能力与全部智识劳动。在实施机制上，其应进行适度地司法化调试，通过考核主体的内部扩张与对外部评价的审慎引入，借由常态化的平时考核与沟通机制，以及内源性的考核结果应用机制，真正地将考核结果作为法官职务晋升、评奖评优、奖金获取的重要依据。

Abstract:: The essence of judges performance appraisal is the management of judges trial behavior, and the key of trial management lies in the fit degree with judicial law. There are many violations of judicial law in the current performance appraisal system of judges in various places, showing the form of “non-judicialization”, which is manifested in the instrumentalist tendency of functional positioning, the expansion and non scientificity of index setting, and the lack of normativity of implementation mechanism. In terms of function orientation, the establishment of judges performance appraisal system should follow the judicial law, take improving judges ability as the core function, and give consideration to optimizing the function of judicial management. On the index setting, the system should uphold the idea of judicial management serving the judicial trial, with the trial work performance as the core assessment, and objectively present the judicial competence of judges and all intellectual labor through diversified index setting and classification of grading method. In terms of the implementation mechanism, it should carry out appropriate judicial debugging. Through the internal expansion of the assessment subject and the careful introduction of external evaluation, through the normal ordinary assessment and communication mechanism and the endogenous application mechanism of assessment results, it should truly take the assessment results as an important basis for promotion, award and bonus.

备注/Memo

*华东政法大学政治学与公共管理学院讲师。
本文系上海市哲学社会科学研究青年项目“个人生物识别信息多元保护路径研究”（2020EFX004）、华东政法大学2021年度科学研究项目的阶段性成果。

更新日期/Last Update: 2022-05-10