Case Studies On Police Performance Appraisal Work Of The H City Public Security Bureau

For a long time, the management philosophy of public security organ team is obsolete, inapposite and lack of effective evaluation standard in our country. It’s lacking of responsibility, management, incentive mechanism and growth of talents to varying degrees in our team. It’s the same as the police dose more or less, good or bad, even does nothing. The team management is beset with difficulties. With the continuous deepening of the reform of administrative system, the public security organ has been changed from the political, dominating function into the service-oriented, social-type function. The public security organs continuously enhance the ability of service to the people and provide strong guarantee for economic development. Under this premise, since the 1990 s, the public security organs to learn from European and American experience in developed countries, combining the reality of public security work and the team construction, the performance appraisal in succession attempt and exploration.With the successful experience of enterprise management, H city public security formulated measures for police performance appraisal in combination with the practical situation of its own. But in the process of implementation, the performance appraisal method still exists some problems such as the insufficient knowledge thought of the leader, the operability of assessment index is not strong, the inspection supervision strength is weak and the assessment results using is bad. This paper is in the context of the national public security organ is vigorously exploring to establish performance appraisal system, for analyzing the performance evaluation scheme in H city public security bureau as an example. Firstly it introduces the bureau police performance appraisal content. Secondly it analyzes three indexes. The third, it sums up the problems and the causes existing in the performance assessment index. The article analyzes the incentive, openness and pellucidity of the performance assessment with emphasis, thus to summarizes four aspects of the suggestions for H city public security bureau police performance appraisal.In this paper, according to the theory of performance management and public science theory relying on human resources management, it introduces a 360- degree performance appraisal method and concepts of post to work difficulty coefficient and quantitative contribution for the H city public security bureau police performance appraisal mechanism has been clear about the operation target and develop direction.