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The objects of this study were: (1) to study the current status of key performance indicators for judicial service officer and (2) to study the process to implement key performance indicators evaluation for judicial service officers. Sampling size consisting of Kwaeng court of 6 units and provincial court of 7 units totally 13 courts, 51 officers. These officers were separated into 4 groups. The instruments used in this research were semi-structured interviews and group participation.
The results were as follows:
1. At present, a job description describes in some positions should be specific sub-level function to describe clear performance relevant to the jobs assigned.
2. Study on the related key performance indicators of the positions Administrative Office of the Court of Justice, Region I, found that there are 7 groups Including the position of director, legal officer, case affairs officer, court officer, finance and accounting analyst, court staff and finance and accounting officer. The job description are divided into 18 position levels.
In addition, the results of the study also found that: (1) The calibration of the performance appraisal calendar is an important practice. (2) The conclusion of internal performance agreements between supervisors, who assesses the subordinates in order to by designing the detailed assessment form and set as standard internal agreement documents. (3) Formulate a process for formulating formal key performance indicators, with a focus on participation. (4) The preparation of the work control documents to be used as evidence in the confirmation of the performance and (5) The establishment of a committee to monitor and evaluate performance at the organizational level, in order to define the procedures, rules and regulations and to solve all problems.
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