| Performance appraisal as important part of the management of human resources, ispenetrating into in the process of administrative reform of China’s public security system,receiving more and more people’s attention in the public administration. Now many of thepublic security organs focus only on the public security management by objectives assessmentand public security team assessment, ignoring the police personnel performance appraisal.Although a lot of grass-roots units have the superiorly commenting activities of year-end andspecial project, candidates are only decided by the leadership of the seat of your pants orcollective voting. So, there isn’t a fair assessment mechanism to come up with to speak,which fundamentally does not solve inherent power of grassroots police, leading to therelative egalitarianism in the grass-roots level. This phenomenon is not conducive to stimulateindividual creativity and the sustainable development of public security police grassrootswork. Therefore, it’s very necessary to make the performance appraisal of grassroots police,develop response approach to performance appraisal, assessment indicators, and improve thepolice’s work enthusiasm.Performance appraisal includes assessment methods, assessment indicators and weight.Based on years of grassroots work experience in the public security system, combining withthe theoretical knowledge of performance appraisal, position instructions are developed toprepare for the implementation of the performance appraisal. On this basis, this paper usesanalytic hierarchy process to determine levels’ assessment indicators and uses expert’sintuitionistic judgement method to determine indexes’ weight, determining the relativeimportance of the various indicators in the index system. Finally, combined with the actualsituation of Dongying public security grassroots police, safeguard measures are proposed toensure the smooth implementation of the performance appraisal index system. |
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