【作者】 韩莹；

【导师】 臧红雨；

【作者基本信息】 哈尔滨工业大学 ， 公共管理（专业学位）， 2021， 硕士

【摘要】 在最新一轮司法体制改革中,围绕落实司法责任制,实施了检察人员分类管理,检察人员被分为员额检察官、检察辅助人员和司法行政人员。然而,对检察人员的考核还在沿用过去的公务员考核体系,没有区分不同人员的考核指标,无法真实、准确地反映各类检察人员的工作质效,有效激励各类人员的工作热情,特别是检察院90%以上的办案量都在基层,可以说,原有的单一的考核体系已不适应基层检察工作的新变化、新要求。北林区人民检察院无论从管辖面积、人口,还是人员数量与案件数量,都属于绥化市最大、最繁忙的基层检察院,因此,探索构建更加符合实际的北林区检察人员分类考核体系,激发检察人员工作热情,推动检察工作开展,具有必要性和紧迫性。本文以绩效管理理论、工作分析与岗位分类理论、360°考核法等为支撑,借鉴上海市、贵州省和天津市基层检察人员分类考核的经验,通过查阅资料、调查研究等方式,对北林区人民检察院组织结构、北林区检察人员基本情况及现行考核体系进行了梳理,深入分析并挖掘当前北林区检察人员考核体系中存在的问题,并提出了解决问题的路径——构建基层检察人员分类考核体系。按照公共人力资源管理有关理论,本文提出了设置北林区检察人员分类考核指标的原则,通过工作分析明确了各类检察人员的工作内容与工作职责,以北林区检察工作中长期发展目标为核心,确定了平时工作、学习与成长、内部流程、外部评价四个考核维度,在此基础上对各类检察人员的工作内容与标准逐项分解,确定了具体的北林区检察人员的分类考核指标。同时,对北林区检察人员的分类考核实施流程进行了改进和优化,提出了保障考核顺利实施的措施,最后对分类考核体系实施的可行性进行了分析,得出具备在北林区实施检察人员分类考核的条件的结论。更多还原

【Abstract】 In the latest round of judicial system reform,around the implementation of the judicial responsibility system,the implementation of the classification management of procuratorial staff,procuratorial staff are divided into post prosecutors,procuratorial auxiliary personnel and judicial administrative personnel.However,the past civil servant assessment system is still used for the assessment of procuratorial staff,and there is no assessment index to distinguish different personnel,which can not truly and accurately reflect the work quality and efficiency of all kinds of procurators and effectively stimulate the work enthusiasm of all kinds of personnel.In particular,more than 90% of the cases handled by the grass-roots procuratorates,The original single assessment system can not adapt to the new changes and new requirements of grassroots procuratorial work.People’s Procuratorate of Beilin District is the largest and busiest grass-roots Procuratorate in Suihua City in terms of jurisdiction area,population,number of personnel and number of cases.Therefore,it is necessary and urgent to explore and build a more realistic classification assessment system for Beilin District procuratorial staff,stimulate the enthusiasm of procuratorial staff,and promote the development of procuratorial work.Based on performance management theory,job analysis theory,and360-degree evaluation method,and based on the experience of classified assessment of grassroots procurators in Shanghai,Guizhou and Tianjin,this paper sorts out the organizational structure of the People’s Procuratorate of Beilin District,the basic situation of the procurators in Beilin District and the current assessment system by means of consulting data and investigation,and deeply analyzes and excavates the problems existing in the current assessment system of procurators in Beilin District,And put forward the path to solve the problem--to build the classification evaluation system of grassroots procurators.According to the relevant theories of public human resource management,this paper puts forward the principle of setting the classified assessment indicators for the procurators in Beilin District.Through the work analysis,the work contents and responsibilities of all kinds of procurators are defined.Taking the medium and long-term development goals of the procuratorial work in Beilin District as the core,four assessment dimensions are determined,namely,normal work,learning and growth,internal process and external evaluation,On this basis,the work contents and standards of all kinds of procurators are decomposed one by one,and the specific classification assessment indicators of procurators in Beilin District are determined.At the same time,it improves and optimizes the implementation process of classified assessment of procuratorial staff in Beilin District,puts forward the measures to ensure the smooth implementation of the assessment,and finally analyzes the feasibility of the implementation of the classified assessment system,and draws the conclusion that there are conditions for the implementation of classified assessment of Procuratorial staff in Beilin District.更多还原