Study On Performance Appraisal Of Public Security Frontier Defense Forces

Public Security Frontier Defense Forces (PSFDF) is an armed police force, responsible for safeguarding the state border crossings and the coastal border area, the important task of social security and stability. Performance appraisal is an important cadre management, PSFDF is an important period of change at the border organizational management needs, an accurate knowledge of people, fair employment, to achieve the personnel match their talent before they make the best use of the premise, to enhance the unit's combat power, to improve management efficiency unit has a pivotal role. Growing in the border, the functions of the expansion of the increasingly tough environment facing the new situation, border performance appraisal work should not be required to meet the construction and development of border guards, improved PSFDF work not only related to the performance appraisal border personnel selection, combat effectiveness, etc. major issues, but also directly affects the State border area of social stability.In this paper, to improve border security performance evaluation as the core, the first performance evaluation of PSFDF research background, purpose and significance discussed. Briefly the basic theory of performance appraisal and development status of the 360-degree assessment method, objective management method, critical incident method, the quality of assessment method, etc. several assessment methods outlined on our armed forces and the existing performance appraisal development process, , andin Analysis, and the U.S. military, the Russian military, the Japanese military officer performance appraisal system in the present comparative assessment, combined with practical work on PSFDF cadres and performance evaluation of the status quo analysis. Noted that the current performance appraisal border the main problems: First, the special forces closed environment, conservative modes of thinking and cadres, sources of growth, so that forces its lack of theoretical knowledge related to performance assessment study, the lack of systematic theoretical guidance; second assessment indicators determined through a "preliminary development of superior - subordinate to seek advice - superiors, subordinates to communicate and to identify targets - the higher the revised and issued" in the process, experienced a longer time, examination targeting lag behind the actual work of implementation, indicators of a clear and practical work carried out by time warping is too serious; three indicators of performance assessment, "Morality, ability, diligence, and achievements, William" ,and each of the weights are 20%, the lack of a reasonable design; fourth assessment, including assessment of the main group, superiors, colleagues, the lack of a comprehensive assessment of the main body, it is not a complete 360-degree assessment method; fifth is difficult to avoid assessment of the various human factors, will ultimately result of the test have different degrees of impact, resulting in human error; sixth is a result of the test is only qualitative but not quantitative, and other times the distinction is not strong, it is difficult to reflect the true situation, and the over-reliance on a 360-degree evaluation, assessment weaken the significance does not reflect the real situation and other issues. Performance appraisal for the existence of frontier forces of six aspects of Tracing the source, from a cultural environmental factors, human factors, interest factors, the concept of awareness of the factors were analyzed in four aspects.Finally, with the actual needs of border guards and questionnaire results of the performance evaluation to improve PSFDF strategy to tackle suggestions to improve border security performance evaluation of the six observations: First, correct assessment concepts, strengthening education and training evaluation. Correct assessment of the main idea of focusing on correct assessment of the performance appraisal of the thinking and understanding, PSFDF performance evaluation approach is a 360-degree assessment model, so the main examination of all cadres. Therefore necessary to strengthen education and training for all cadres, so that a correct understanding of performance appraisal at the same time, this article highlights the need to strengthen leadership at all levels for performance assessment of the operational methods and communication skills training. The second is to improve the examination of the main, to improve assessment of the credibility dimension. 360-degree evaluation model according to requirements of PSFDF of the assessment of the main performance appraisal should include a higher-level (the unit commanding officers, team members), colleagues (the same level cadres), subordinates (direct reports), the specialized rating agencies (assessment group) and I have five levels of cadres, improve the assessment of the main can improve the assessment of the democratic and enhance the reliability and credibility of information to increase the performance evaluation of a comprehensive and authoritative. The third is a clear assessment objectives, to establish details of the assessment indicators. PSFDF have border detachment, border checkpoints, mobile forces and the Marine Police Detachment of four units, different types of units have different work functions and operational standards, if the four units to adopt the same standards of performance evaluation is bound to increase the assessment errors affecting the final outcome of assessment runs counter to the purpose of assessment. Thus, according to the evaluation unit type of business subjects were divided into Border Detachment cadre, border checkpoints, cadres, cadres, Tactical Unit, Marine Police Detachment cadre four, set public targets and performance examination and classification of targets, indicators in each category of public units the same, reflecting the unity of the armed forces, classification targets set under the flat category, reflecting the differences in the business. Fourth is based on the scientific method to determine a reasonable weight distribution. Weight distribution in the main examination taken by an expert assessment method, according to the importance of sorting, in the evaluation index weights assigned to take the questionnaire and experts Fufen combination approach, through linear regression analysis in the model five index significantly, and three indicators was not significant, five significant indicators of the weight distribution based on the survey results, the allocation of three was not significant indicators are based on expert Fufen draw weight, then a combination of both and eventually arrive at the border public security performance assessment of various indicators of weight. Fifth is the introduction of assessment feedback, tell a clear result of the test. Timely publication of results of the exam is to ensure that a fair assessment, stable and effective border measures. In the border of performance appraisal feedback process, we should do a good job, with a good "middle" in order to publicly announced way to encourage "outstanding cadres" to individual talks this way the "basic qualified cadres" on the "qualified" cadres were needed to conduct interviews. Sixth is a building information systems to provide advanced technical support. To build information systems, full use of advanced information technology, figures speak, on the one hand to facilitate the implementation of the exam to improve the efficiency of the assessment, on the other hand to improve assessment of the fairness and transparency. Building performance evaluation of information systems, the need to establish standardized performance evaluation of cadres Indicators Database, you can take full advantage of the current border has been to promote the use of the duty of law enforcement platform, integrated system such as the police information system data for performance evaluation of information systems provide a powerful business data support. The article at the end of drawing up PSFDF improved performance appraisal implementation plan has a certain practical significance.