The Study Of The XX Public Security Bureau On The Drawbacks Of The Police Payment System And The Corresponding Coping Strategy

Police as important administrative and judicial power, and it has been paid much attention by the C hinese and foreign countries, police team under the leadership of the party and the government, to fight to prevent crime. Effective safeguard social stability, resist unhealthy trends, promote national righteousness plays an important role, in the field of National Counterterrorism, dimensional stability, counternarcotics, border also paid great contribution. As civil service wage adjustment has become a hot topic recently. The wage adjustment is the reform and adjustment of the social compensation system. It has important influence on the system of the state. It can promote the full use of human resources, improve the management efficie ncy of the state organs, establish efficient and honest team. As a special group of civil servants, the police have a great concern. As a result, the study analyzes the status of the police, the establishment of a scientific and reasonable salary system, not just the personal well-being of the police force, but also related to the country’s governance system and effectiveness.This paper takes the XX city police station as an example, through the comparative analysis of the research object, to understand the basic situation of the existing police system, and then, combined with the detailed investigation of the police to some of the current salary system. It is found that the main problem of the current police pay system is the low level of compensation, the compensation structure is irrational, and the incentive effect is not obvious. These questions, the author combined with the experience of previous studies, in the state "on deepening the reform of the income distribution system under the guidance of, tak ing into account the specific practice of the police occupation, put forward some corresponding measures. The author believes that we should start from improving the level of compensation to optimize the structure of the two aspects of the compensation str ucture, the formulation of scientific salary level and salary structure. It should improve the performance appraisal system by improving the performance target management, regulating the performance evaluation process, and using the results of three ways. It should be based on job analysis and job evaluation to lay the foundation for the performance evaluation system. Three ways to improve and supplement the non salary incentive should be through the honor of the incentive, career planning, and enhance the sense of professional happiness. It is hoped that through this study, we have to let more people know about this particular industry, and to promote the understanding and recognition of the police public security.