Martin Schneider (Institute for Labour Law and Industrial Relations in the EC, University of Trier)
Abstract
Professional judges receive a fixed salary and are largely exempt from disciplinary sanctions. How can performance still be secured? Judges share a culture consisting of work-related norms and values, derive status from their standing within the professional community, and are susceptible to peer review. Hence, performance can be managed by maintaining and directing culture. This is illustrated in a case study on the administrative law judges at the U.S. National Labor Relations Board and the judges at the German labor courts of appeal. In both judiciaries, administrative tasks such as personnel selection are delegated to peers, candidates with known norms and values are recruited, and a quantitative benchmarking appeals to judges’ norms and values. In sum, performance management relies in each case on professional culture although the two communities of judges belong to differing national cultures and are governed by differing administrative rules.
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Publisher Info
Paper provided by Institute of Labour Law and Industrial Relations in the European Community (IAAEG) in its series Discussion Papers with number
200205.
Find related papers by JEL classification: J45 - Labor and Demographic Economics - - Particular Labor Markets - - - Public Sector Labor Markets M12 - Business Administration and Business Economics; Marketing; Accounting - - Business Administration - - - Personnel Management; Executive Compensation K49 - Law and Economics - - Legal Procedure, the Legal System, and Illegal Behavior - - - Other
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