| As the economic and social development of the new era progresses,the transformation of the principal contradiction in society has led the masses to put forth many new and higher demands on prosecutorial work.To achieve comprehensive,full,and balanced development in prosecutorial work,the procuratorial organs need to undergo reform.Among these,accelerating the reform of the hierarchical classification management system for prosecutorial personnel and improving the management system where various types of prosecutorial personnel can fully utilize their capabilities are key aspects of the judicial system reform.China’s procuratorial organs started their performance management work relatively late,with insufficient experience,especially at the grassroots level.Deeply influenced by traditional government performance management models,common problems in management include overemphasis on results and neglecting processes,heavy emphasis on assessments and weak improvement efforts,lack of effective performance guidance,and disregard for judicial characteristics.These issues severely hinder the progress of judicial system reform and obstruct the comprehensive and full implementation of the procuratorial organs’ legal supervision responsibilities.Therefore,it is urgent to improve the performance management status of grassroots procuratorial organs,in line with the latest requirements for performance reform from higher-level procuratorial organs,by addressing outstanding problems in performance management work,drawing on valuable experiences from performance management reform,and targeting grassroots procuratorial organs.Based on the study of relevant theories on performance management reform in China’s procuratorial organs,this thesis uses Q City’s grassroots procuratorial organ performance management status as a starting point.Relying on goal management theory,motivation theory,and new public management theory,and adopting research methods such as literature research and questionnaire surveys,this thesis investigates and analyzes the performance management status of grassroots procuratorial organs in Q City.It uncovers issues such as a pronounced utilitarian tendency in assessment purposes,inadequate implementation of assessment systems,low recognition of performance evaluation results,insufficient professionalism in evaluation committees,and unremarkable performance management outcomes.This thesis analyzes the root causes behind these problems and summarizes seven reasons: lack of proper understanding of performance management,outdated performance management concepts and methods,failure to establish clear performance goals,assessment indicators that do not fully match actual work,absence of performance communication and feedback,improper application of performance assessment results,and lack of effective information technology support and guarantees.To achieve the goal of improving the performance management efficiency of grassroots procuratorial organs in Q City,this thesis proposes corresponding countermeasures in four aspects: creating an environment conducive to the healthy development of performance management work,ensuring the continuous effectiveness of performance management in all aspects,establishing a professional performance evaluation committee,and building an intelligent performance management platform.These measures provide a theoretical reference for the future performance management reform of grassroots procuratorial organs in Q City. |
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