The Nepali Judiciary - Supreme Court Of Nepal

long period to make its impact on the performance of the work of the judiciary. It is necessary to be
aware that such trainings and study should not be limited to personal interest and opportunity for
promotion but should be deemed to be an institutional necessity.
For the enhancement of the capacity of the manpower involved in the judiciary, the National
Judicial Academy besides providing training on various subject matters for the judges, employees,
legal profession and other government officers has also been conducting studies and research on
justice and legal sectors. Besides this, the Supreme Court and the Judicial Council has also
provided and conducted orientation and interaction programs. Induction and in-service training
programs for employees of the judicial service is being conducted by Judicial Service Training
Center. In order to utilize the skills acquired through the training it is necessary to identify the
training needs and on the basis of the need, training should be conducted and a human resource
development plan for the purpose of establishing an information bank regarding trainings, training
policy and standards for conducting training should be determined.
From the discussions with the concerned stakeholders, it has been evident that there is a wide
range of apathy among the judicial manpower. Although, the personal work performance of the
manpower involved in the judiciary is satisfactory, the institutional performance in comparison to
the personal performance is not satisfactory. There is no certainty in transfer and promotion. All
opportunities are based in coincidence. Factual and measurable standards have not been
determined for evaluating a person’s performance. Work description has not been implemented
which has an effect on evaluation of performance of work. For the proper management of transfer,
promotion and career development within the judiciary, it is necessary to determine a factual,
permanent and automated standard. In order to motivate the manpower involved inside the
judiciary it is not only necessary to provide them with monetary and non-monetary facilities but
simultaneously work performance standard should also be determined and mechanism for
evaluating the work performance should also be determined and their work performance should be
linked to their career development.
Efforts towards institutionalizing the application and use of information technology in the
proceedings of the judiciary have been made during the period of the past Plan. Although all levels
of the court have received computers, courts other than the Supreme Court have not received
sufficient amount of computers. From among 4150 quotas available for utilizing the computer, 295
are in the Supreme Court, 650 in the Appellate Court and 2188 in the District Court thereby
bringing the total number of quotas to 3133. 107 The computers available at the Supreme Court is
deemed sufficient for the manpower that is currently available at the Supreme Court whereas it is
deemed necessary to fulfill 382 and 1801 quotas at the Appellate and District Courts respectively.
Although basic training on the application of computers have been provided to majority of the
employees at the appellate and district level, it has not been possible to link the proceedings of the
court with the information technology. In order to follow the case management system based on
the information technology, it is necessary to provide advanced training on computers so as to
develop and generate sufficient manpower in each court.
For the purpose of achieving the target projected by the Plan, there has to be continuity in
fulfillment of manpower pursuant to its need. Likewise, attraction, motivation, capacity
enhancement should also be provided and the capacity should be utilized to the maximum so as to
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Computer and description of manpower utilizing the computer has been provided in Annex 3
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