Primary Research Into Performance Management Of Police Officers In Economic Investigation Department Of Public Security Bureau

Performance management, or management of performance, is a mature management pattern in modern corporations. In recent years, economic criminal investigation departments of public security bureaus all over the country have been trying to introduce performance assessment method into police staff management. But restricted by national civil servants assessment system and misread of performance management and performance assessment system, performance assessment system of police staff in economic criminal investigation department is dissociated with performance management system, and is more of a burden than of an encouragement method in daily work for police staff. This article covers primary research into performance management of police staff in economic criminal investigation departments, in the purpose of pushing forward construction of nationwide economic criminal investigation departments.Performance management covers three basic functional activities, which are performance assessment, performance leverage and performance tracking, and performance assessment is the core. Performance assessment without performance management can not be fulfilled, and performance assessment can only be fulfilled together with performance management.In carrying out performance management system in economic criminal investigation department, the setting of management organ must be clarified firstly, and the vertical management pattern of investigation department must be flattened in order to increase work efficiency. Secondly the allocation of police staff, incoming case and policing gear of investigation team under same department must be standardized in order to set up a reasonable platform for performance management. On this basis, performance management should increase police staff's quality and capability through training, stimulate police staff's work enthusiasm through performance assessment, and standardize police staff's law-enforcing activities through standardization construction. And performance assessment is the core step of police staff management.The setting of performance index system is vital to the success of performance assessment system. In daily work, we can employ index management method in setting performance index reflecting police staff's work, and in this way we can create an atmosphere of hard-working in the whole department. We can apply comprehensive quality management method to standardize the management of law-enforcing quality of police staff in economic criminal investigation department, and make police staff increase law-enforcing quality willingly and automatically. We should also set up guide line for police staff according to the procedure of economic criminal investigation work in order to prevent police staff from committing crimes related to his or her police officer status. These three major parts will be detailed and put on reasonable weight, forming the performance assessment index system of police staff and investigation team of economic criminal investigation department. Public security work is team work, so a complementary system is necessary to performance assessment system in order to avoid"barrel effect"and"single wolf effect". The complementary system of performance assessment mainly includes democratic assessment and supervisor assessment. In annual assessment, performance assessment occupies 80% of the assessment, and complementary assessment occupies the other 20%.In addition to the setting of performance management and performance assessment system, we should also consider the collection of performance assessment information as daily work, and emphasize on organ management, unison, communication and supervision, to ensure the successful carrying out of performance management. The result of performance assessment should be fully considered in promotion and commendation of police staff in order to stimulate the vitality of performance management system.1,The preface of this article mainly introduces the origin and purpose of the research into performance management of police staff in economic criminal investigation department of public security bureau, and the basic frame of this article.2,Part one introduces the concepts, basic activities and effects of performance management and performance assessment, and also the relationship and difference between them.3,Part two studies the existing problems and causes of performance management in economic criminal investigation department of public security bureau. This part mainly explains faced difficulties in performance assessment and obstacles preventing it from accomplishing its purpose, and also introduces actual consequences caused by these problems in performance assessment of police staff.4,Part three studies the main principals and methods of performance management of police staff in economic criminal investigation department of public security bureau, which are the primary content of this article. This part includes the following chapters. Chapter 1: Create an effective platform for performance management by means of reasonably allocating police staff, incoming cases and policing gear, of changing the present vertical staff management pattern, and of reforming the incoming case assignment system from assignment according to case classification to assignment in turns. Chapter 2: Build up performance management system of police staff in economic criminal investigation department of public security bureau, with performance assessment, standardization construction and training as main contents. Chapter 3: Assess police staff's actual work volume by means of index management associated with the characteristics of economic criminal investigation. Improve police staff's law-enforcing quality by means of comprehensive quality management. Set up performance assessment index system combining work with training and law-obeying status. Chapter 4: Build up performance assessment complementary system with democratic assessment and supervisor assessment as main contents. Set up specific criteria for democratic assessment and supervisor assessment. Explain the relationship between performance assessment index system and complementary system and the percentage allocation of them in annual assessment. Chapter 5: Effectively incorporate the present management organ of economic criminal investigation department in order to build up a highly effective management and assessment organ. Collect performance management information on the daily basis. Chapter 6: Improve the communication and supervision system of performance assessment in economic criminal investigation department of public security bureau. Explain the two-way communication system and supervision system in performance assessment. Chapter 7: Execution of performance assessment system for police staff, supervisors of different levels and case investigation teams. Chapter 8: Explain the importance and application methods of performance results in future work.5,Conclusion and problems to be solved while carrying out performance management system comprehensively.