Research On Incentive Mechanisms Of Judicial Administrative Personnel In Grassroots Courts Under The Background Of Judicial Reform

The 20th National Congress of the Communist Party of China highlighted the need to "deepen the comprehensive and coordinated reform of the judicial system,fully and accurately implement the judicial responsibility system,expedite the establishment of a fair,efficient,and authoritative socialist judicial system,and strive to ensure that people experience fairness and justice in every judicial case." With the continuous deepening of judicial reform,the incentive mechanism of the judicial administrative team has not been able to keep up with the progress of the times.This disparity has resulted in conflicts and roadblocks in the day-to-day management work of judicial administrative personnel,which,in turn,impacts the efficacy of serving the trial center’s objectives,potentially influencing public perceptions and contentment levels concerning the court’s judicial work.As grassroots courts constitute the backbone of the court system,the ability to explore and establish adaptable incentive mechanisms suitable for the majority of judicial administrative personnel at the grassroots level is pivotal for enhancing the overall quality and efficiency of the work undertaken by judicial administrative personnel at all levels.This paper combs the research literature related to the motivation of judicial administrators at home and abroad,and introduces the concepts related to the motivation of judicial administrators and the theoretical principles that need to be applied.On this basis,it summarizes the work overview and the effectiveness of relevant incentive measures of judicial administrative personnel in K District Court of Changchun City,classifies judicial administrative personnel in different positions according to the five hierarchy of needs in Maslow’s needs theory.By collecting the satisfaction level of judicial administrative personnel with the current work status and incentive mechanisms,it discovers the problems in salary and benefits,promotion channels,occupational mental health,education and training,and assessment systems.This research identifies contributing factors such as limitations within the institutional framework,one-sidedness within management concepts,and randomness in career planning.It suggests the adoption of tailored strategies that align with the realities of grassroots courts.These strategies encompass formulating compensation and benefit standards that mirror societal development,creating an impartial and comprehensive professional environment,establishing a systematized approach to education and training management,forging unimpeded and orderly pathways for development,and implementing a methodical and rigorous assessment system.By fine-tuning and enhancing the incentive mechanism for judicial administrative personnel at K District Court in Changchun City in a targeted manner,this research aspires to invigorate enthusiasm and heighten work engagement among these personnel,ultimately driving comprehensive improvements in the quality and effectiveness of the trial and execution center’s activities.At present stage,the incentive of judicial administrative personnel needs to be paid more attention to,and needs to be studied and improved by more experts and scholars.The purpose of the author is to provide suggestions for administrative personnel in the handling of management work deficiencies and incentive mechanism of the grass-roots courts in the process of judicial system reform in China through the research of this paper.More importantly,it can build an operant,replicable and popularized incentive model for judicial and administrative personnel of grassroots courts with Chinese characteristics.