Box 28: Strategic HR Management in Courts
In line with this framework, efficient and effective HR management in the judiciary requires:
- a strategic vision and an organizational structure that reflects needs and anticipates emerging ones while eliminating unnecessary bureaucracy;
- job analyses incorporating essential duties, core competencies (knowledge, skills, and abilities), and rankings reflecting differences between classifications in position descriptions;
- salaries set to attract, retain and motivate employees, while ensuring internal equity and budgetary soundness;
- recruitment of high-quality applicants, selection using job-relevant, efficient and transparent tools;
- employee orientation and training programs to improve justice system performance;
- strong performance management, including setting individual performance expectations tied to institutional goals, objectives and appraising performance;
- fair and consistent discipline, transfer, demotion, and termination of employees with inferior performance to ensure optimal organizational service delivery; and
- promotion of ethical behavior on the part of judges, prosecutors, and staff to enhance public trust and confidence in the judicial sector.